Figure 2 Sample Clauses

Figure 2. Evolution of cysts from epithelial cells of the renal tubules. Cystic kidneys (left), result from the growth of multiple fluid-filled cysts that originate in the renal tubules (middle) and continue developing through different pathophysiological mechanisms (right). Cysts evolve from individual cells ultimately leading to the development of blister-like structures. Once the cysts separate from the nephron that originated them, their collective effect leads to the displacement of the normal renal parenchyma and the formation of a cyst-filled kidney with reduced functional capacity. Figure modified from Xxxxxx G, et al., 2013 [38].
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Figure 2. (a) Coulomb staircase Ids-Vds characteristics in a Si NW SET, from 8K – 160K. Curves offset 0.1 nA per temperature step for clarity. (b) Coulomb staircase at 8 K, modulated by gate voltage Vgs. The temperature dependence of the Ids-Vds characteristics, from 8 K to 300 K, is shown in Figure 4, on log (a) and linear (b) scales. The Coulomb staircase persists up to ~220 K, beyond which it is thermally overcome. A low-current Coulomb blockade region is observed up to ~140 K. A maximum temperature for single-electron effects of ~200 K suggests an effective MTJ single-electron charging energy ~17 meV and capacitance ~5 aF. Room temperature operation requires a reduction of this to ~1 aF or less.
Figure 2. 1.6 A. The intensity of absorption for an EPR spectrum plotted versus the magnetic field. B. A typical EPR absorption spectrum. C. The first derivative of an EPR absorption spectrum; due to experimental conditions the first derivative absorption curve is typically observed. The relative intensity of absorption of observed transitions is determined by the orientation the angle, , of the molecule relative to the magnetic field, B, or approximately, by sin d dB . This angle weighting leads to the characteristic EPR line shape. The magnetic field moves from along the z-axis into the x,y-plane, as  increases from 0°, when the magnetic field is aligned with the z-axis, to 90°, when the magnetic field is in the x,y-plane (Figure 2.1.7).
Figure 2. .1.7 A. EPR absorption spectrum for a powder sample (i.e. all  and  orientations) of a Cu(II)-bis-cis imidazole complex (see chapter 5 for further details). B-F. EPR absorption spectra for a particular orientation of , at a fixed  value (  ⁰. The dotted line corresponds to the EPR absorption spectra at a particular  value, and the solid line is the EPR absorption line multiplied by sin, (to observe the angle weighting effect). The spectrum was collected at 120 K,
Figure 2. Scatter plot describing the relationship between depressive symptoms (CESD score) and perceived social support (MOS-SSS) among HIV positive individuals obtaining anal cancer screening at Xxxxx De Xxxx Center Atlanta, GA 28 Figure 3. Scatterplots with regression line between depressive symptoms (CESD score) and Affectionate social support among HIV positive individuals obtaining anal cancer screening at Xxxxx De Xxxx Center Atlanta, GA 29 Figure 4. Scatterplots with regression line between depressive symptoms and tangible social support among HIV positive individuals obtaining anal cancer screening at Xxxxx De Xxxx Center Atlanta, GA. ................................................................................................................................................................... 30 Figure 5. Scatterplots with regression line between depressive symptoms and Emotional and informational social support among HIV positive individuals obtaining anal cancer screening at Xxxxx De Xxxx Center Atlanta, GA 31 Figure 5. Scatterplots with regression line between depressive symptoms and positive social interaction social support among HIV positive individuals obtaining anal cancer screening at Xxxxx De Xxxx Center Atlanta, GA 32 Figure 6. Scatterplots with regression line between depressive symptoms (CESD score) and smoking status among HIV positive individuals obtaining anal cancer screening at Xxxxx De Xxxx Center Atlanta, GA. ................................................................................................................................................................... 33
Figure 2. .11. Quiver for (3, 2) case represented in ’triangular’ form. spondence results in the ’enhancement’ of the symmetry group 19: a pair of commuting Weyl groups A(1) × (1) is now embedded into larger
Figure 2. 2 illustrates the existing land uses within the Assessment Area for both PDAs and supporting infrastructures.
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Figure 2. Example of Proposition AA Attribution to Construction Sign This Project was made possible in part by Proposition AA Vehicle Registration Fee funds
Figure 2. Same as Figure 1 but for the IPV SST patterns. From Xxxxxx et al. 2016a A number of sensitivity studies have been performed to test the robustness of the procedure to observed SST datasets, filtering procedures, time periods (see the technical notes). The above patterns were found to be very robust among the different tests. The netcdf files containing the AMV and IPV SST anomalies are on the wiki (also available on request to xxxxxx@xxxxxxx.xx) and will be put on JASMIN. IMPORTANT Warning: please make sure you read attentively the two technical notes as they contain recommendations on some subtle points that do matter in the implementation of the protocols. Major outcomes of the work AMV and IPV WP5 sensitivity experiments defined AMV and IPV SST patterns are ready to be used for the WP5 PRIMAVERA simulations

Related to Figure 2

  • CFR 200 328. Failure to submit such required Performance Reports may cause a delay or suspension of funding. 30 ILCS 705/1 et seq.

  • Annual Evaluation The Partnership will be evaluated on an annual basis through the use of the Strategic Partnership Annual Evaluation Format as specified in Appendix C of OSHA Instruction CSP 00-00-000, OSHA Strategic Partnership Program for Worker Safety and Health. The Choate Team will be responsible for gathering required participant data to evaluate and track the overall results and success of the Partnership. This data will be shared with OSHA. OSHA will be responsible for writing and submitting the annual evaluation.

  • Table 2 Software Subscription Use Case OpenShift Enterprise OpenShift Enterprise Broker Infrastructure OpenShift Enterprise is intended to be used as a platform as a service and will be supported only when used in that capacity. OpenShift Enterprise is not supported on non-server hardware such as desktops or workstations. OpenShift Enterprise is intended for use on a dedicated Physical Node or Virtual Guest; running other applications and/or programs of any type on the Physical Node or Virtual Guest can have a negative impact on the function and/or performance. Red Hat JBoss Enterprise Application Platform for OpenShift and/or Red Hat JBoss EAP for xPaaS will be supported in accordance with the terms of Exhibit 1.B.

  • JOB EVALUATION The work of the provincial job evaluation steering committee (the JE Committee) will continue during the term of this Framework Agreement. The objectives of the JE Committee are as follows: • Review the results of the phase one and phase two pilots and outcomes of the committee work. Address any anomalies identified with the JE tool, process, or benchmarks. • Rate the provincial benchmarks and create a job hierarchy for the provincial benchmarks. • Gather data from all school districts and match existing job descriptions to the provincial benchmarks. • Identify the job hierarchy for local job descriptions for all school districts. • Compare the local job hierarchy to the benchmark-matched hierarchy. • Develop a methodology to convert points to pay bands - The confirmed method must be supported by current compensation best practices. • Identify training requirements to support implementation of the JE plan and develop training resources as required. Once the objectives outlined above are completed, the JE Committee will mutually determine whether a local, regional or provincial approach to the steps outlined above is appropriate. It is recognized that the work of the committee is technical, complicated, lengthy and onerous. To accomplish the objectives, the parties agree that existing JE funds can be accessed by the JE committee to engage consultant(s) to complete this work. It is further recognized that this process does not impact the established management right of employers to determine local job requirements and job descriptions nor does this process alter any existing collective agreement rights or established practices. When the JE plan is ready to be implemented, and if an amendment to an existing collective agreement is required, the JE Committee will work with the local School District and Local Union to make recommendations for implementation. Any recommendations will also be provided to the Provincial Labour Management Committee (PLMC). As mutually agreed by the provincial parties and the JE Committee, the disbursement of available JE funds shall be retroactive to January 2, 2020. The committee will utilize available funds to provide 50% of the wage differential for the position falling the furthest below the wage rate established by the provincial JE process and will continue this process until all JE fund monies at the time have been disbursed. The committee will follow compensation best practices to avoid problems such as inversion. The committee will report out to the provincial parties regularly during the term of the Framework Agreement. Should any concerns arise during the work of the committee they will be referred to the PLMC. Create a maintenance program to support ongoing implementation of the JE plan at a local, regional or provincial level. The maintenance program will include a process for addressing the wage rates of incumbents in positions which are impacted by implementation of the JE plan. The provincial parties confirm that $4,419,859 of ongoing annual funds will be used to implement the Job Evaluation Plan. Effective July 1, 2022, there will be a one-time pause of the annual $4,419,859 JE funding. This amount has been allocated to the local table bargaining money. The annual funding will recommence July 1, 2023.

  • Check Meters Developer, at its option and expense, may install and operate, on its premises and on its side of the Point of Interconnection, one or more check meters to check Connecting Transmission Owner’s meters. Such check meters shall be for check purposes only and shall not be used for the measurement of power flows for purposes of this Agreement, except as provided in Article 7.4 below. The check meters shall be subject at all reasonable times to inspection and examination by Connecting Transmission Owner or its designee. The installation, operation and maintenance thereof shall be performed entirely by Developer in accordance with Good Utility Practice.

  • Annual Evaluations The purpose of the annual evaluation is to assess and communicate the nature and extent of an employee's performance of assigned duties consistent with the criteria specified below in this Policy. Except for those employees who have received notice of non-reappointment pursuant to the BOT- UFF Policy on Non- reappointment, every employee shall be evaluated at least once annually. Personnel decisions shall take such annual evaluations into account, provided that such decisions need not be based solely on written faculty performance evaluations.

  • JOB XXXXXXX (a) There shall be a Xxxxxxx on each job at all times, who shall be a Union Member in good standing, and shall be appointed by the Business Representative, from amongst the Employees on the job. The Union shall notify the Employer, in writing, who their Xxxxxxx is. If the Employer disapproves of the said appointed Xxxxxxx, they shall immediately notify the Union, in writing, stating the reasons for their disapproval. If their reasons are acceptable to the Union, a new Xxxxxxx will be appointed immediately. If not acceptable, the Union and the Employer will meet to discuss the reasons for disapproval, and if necessary, grievance procedure will be followed. The Xxxxxxx shall keep a record of members hired, laid-off, and discharged, and shall take up all grievances on the job, and try to have same adjusted. In the event he/she cannot adjust them, he/she must promptly report that fact to the Business Representatives of the Union, so STEP 2 of the Grievance Procedure can be followed through. He/She shall see that the provisions of this Agreement are complied with and report the true conditions and facts. It is recognized as the Employer’s responsibility to make whatever provisions are necessary for the care of injured worker. It shall be the duty of the Xxxxxxx to see that the Employer fulfils its obligation. The Employer agrees that when Employees are laid-off, all things being equal, the Xxxxxxx will be one of the last employees laid-off. The Employer further agrees that the Xxxxxxx will not be transferred to another jobsite unless mutually agreed by the Employer Representative and the Union Representative. The Union agrees that the Xxxxxxx shall not be changed without prior notification to the Employer.

  • Mileage Measurement Where required, the mileage measurement for LIS rate elements is determined in the same manner as the mileage measurement for V&H methodology as outlined in NECA Tariff No. 4.

  • TECHNICAL EVALUATION (a) Detailed technical evaluation shall be carried out by Purchase Committee pursuant to conditions in the tender document to determine the substantial responsiveness of each tender. For this clause, the substantially responsive bid is one that conforms to all the eligibility and terms and condition of the tender without any material deviation. The Institute’s determination of bid’s responsiveness is to be based on the contents of the bid itself without recourse to extrinsic evidence. The Institute shall evaluate the technical bids also to determine whether they are complete, whether required sureties have been furnished, whether the documents have been properly signed and whether the bids are in order.

  • Annual Performance Evaluation On either a fiscal year or calendar year basis, (consistently applied from year to year), the Bank shall conduct an annual evaluation of Executive’s performance. The annual performance evaluation proceedings shall be included in the minutes of the Board meeting that next follows such annual performance review.

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