After the Meeting Sample Clauses

After the Meeting. Distribute copies of the HFD Disciplinary Action Form, as noted on the form.

After the Meeting the Group Chief Executive (or the Group Chief Executive’s nominated deputy) will write to the Executive advising of the outcome, and of any disciplinary sanction to be imposed.

After the Meeting. All board members are expected to support the board decision. Once the decision has been made, it is time to move on to the next critical issue. Efforts by board members to revisit previous decisions or secure belated public support will only distract from the future work of the district. Member may wish to state, "I didn't vote for the proposal but the decision was made and I support the work of the full board." Members may explain their position without appearing to undermine the decision of the full board. Expressing your opinion (in previous bullet) to individuals is acceptable to fellow members. However, sending information electronically to groups is a function performed by the district on behalf of the full board. Media related interviews will be handled by the board president or the superintendent at their discretion. Individual members may conduct interviews after a meeting in order to assist the media in performing their work. Throughout these interactions, members will adhere to the governance agreements of the board.

After the Meeting. After the meeting, you will complete a survey to provide feedback on your experience as a participant in the Program.

After the Meeting. ➢ Evaluation 1. Prior to the meeting (a) Logistics > Determine how many people need transport each way. > Check on availability and type of transport required. > Inform CLOs if assistance is required in getting people to a meeting. > Always give as much notice as possible to IEU/ARM or other relevant staff so they can make the necessary arrangements. > Arrangements for people using their own transport should be negotiated. > Advice on selection of the venue should be sought from the groups involved. > Make sure the venue has the appropriate number of seats and facilities to operate a meeting. > Ensure the venue is accessible for disabled people. > Check on room layout; atmosphere, ventilation etc. > Obtain a quote for the cost of hiring the venue and determine the method of payment. > If the venue is outdoors and ‘on country’, be guided by your networks and Rainforest Aboriginal contacts as to the best location e.g. by a river or under a tree etc. > Make sure the appropriate facilities are available e.g. computers, projectors, screens, whiteboards, extension cords. Take pens, paper, nametags, attendance list etc. > Find out if anyone in the community would be interested in being contracted for the function to provide meals. If not arrange for catering to be delivered to the meeting. > Obtain a quote for the cost of the catering and agree on the method of payment (cash on the day/ invoice or purchase order/ half payment up front). > Ensure you cover anyone with special dietary needs e.g. diabetics.

After the Meeting. Keep confidences. Don’t be careless in discussing what you learned from your mentor. Be careful not to betray any confidences he or she may share with you. The very last thing you want to do is to lose the trust of your mentor. Follow up and follow through. At the conclusion of each meeting, thank your mentor for his or her time. Be sure to follow up every meeting with a thank you note and a recap of the action items that were agreed to. Do everything you said you would do. Send deliverables on time. Later on, be sure to demonstrate that you have followed advice and kept commitments for action at every opportunity, even if you have modified your plan. Pointing out that you used your mentor’s help and sharing outcomes with him or her is important. There are some common unrealistic expectations of mentors that can cause irritation and disappointment on both sides. In general, the mentor should not be expected to • Provide the mentee with personal introductions to other people unless they’re comfortable doing so; • Spend more time on the relationship than he or she is able to give; • Take the lead in the relationship, setting up all meetings and driving the mentee’s career development; • Continue the relationship beyond the next round of the New Venture Competition.

After the Meeting. After the meeting is complete, all panel members are required to: 1. dispose of all documents appropriately (e.g., delete electronic documents/dispose of hard copies in a secure document destruction bin/shred etc.); and 2. not share the outcomes of the meeting with anyone until all the applicants have been informed of the outcome of their application; and 3. not discuss any applicant details with anyone; and 4. where a panel member is not a member of staff of the University of Waikato then they may NOT contact the applicants directly for any reason (unless a conflict of interest has been declared); a. If a panel member would like to contact an applicant then they may contact the School of Graduate Research – Scholarships, to seek guidance and/or permissions on this process. Some scholarship regulations allow for direct contact between funders (who may also be panel members) and applicants; this will be clearly detailed in the Scholarship Regulations and/or the applicants will be informed of this at the appropriate stage of the application process by School of Graduate Research – Scholarships staff. 5. where a panel member is a member of staff of the University of Waikato, they are bound by the Staff Code of Conduct in all interactions with applicants who are current students and may not contact any other applicants directly (unless a conflict of interest has been declared). If in doubt, then refer to clause C.4.a above.

After the Meeting. Within three days after the meeting, the SC Chair returns the documentation for the applicants who have not been short-listed to the College President/appropriate Vice President, who shall inform said applicants that not been selected for interviews. The SC Chair, pursuant to Articles and of the Collective Agreement, shall confirm with the and the committee members a convenient and reasonable date and time for the interview(s), following a memo of confirmation to candidates and committee members. The SC Chair shall make applications and supporting documents available in confidence to committee members at least ten daysprior to the interview and shall give each member a copy of them at least one. day prior to the interview.

After the Meeting. ➢ Evaluation 1. Prior to the meeting (a) Logistics > Determine how many people need transport each way. > Check on availability and type of transport required. > Inform CLOs if assistance is required in getting people to a meeting. > Always give as much notice as possible to IEU/ARM or other relevant staff so they can make the necessary arrangements. > Arrangements for people using their own transport should be negotiated. > Advice on selection of the venue should be sought from the groups involved. > Make sure the venue has the appropriate number of seats and facilities to operate a meeting. > Ensure the venue is accessible for disabled people. > Check on room layout; atmosphere, ventilation etc. > Obtain a quote for the cost of hiring the venue and determine the method of payment. > If the venue is outdoors and ‘on country’, be guided by your networks and Rainforest Aboriginal contacts as to the best location e.g. by a river or under a tree etc. > Make sure the appropriate facilities are available e.g. computers, projectors, screens, whiteboards, extension cords. Take pens, paper, nametags, attendance list etc. > Find out if anyone in the community would be interested in being contracted for the function to provide meals. If not arrange for catering to be delivered to the meeting. > Obtain a quote for the cost of the catering and agree on the method of payment (cash on the day/ invoice or purchase order/ half payment up front). > Establish early on how reimbursement will be done, how much, by whom and who will organise it. > Ideally have a set rate that you operate from e.g. a set amount for accommodation, travel reimbursement, meals and incidentals. Agencies / researchers etc may be expected to cover these costs as people may not have access to their own transport and may need to take time off from work. > Pre-organise xxxxx cash and documents to sign prior to the meeting taking place. > Minute takers > Interpreter > Mediator (check that the community endorses the proposed person) > Facilitator (check that the community endorses the proposed person) (b) Information about the meeting

After the Meeting. Distribute copies of the NLVFD Disciplinary Action Form, as noted on the form.