Regression. The wage rate for an individual employee within a particular range for the job will not be reduced by reason of the operation of the wages system.
Regression. The salary rate for an individual employee within a particular range for the job will not be reduced by reason of the operation of the salary system. For employees that are on the Skills Progression Pathway Levels 1 – 3, who are unable to maintain demonstrating mastery of advanced skills and undertaking designated responsibility, regression to a lower level, including to the standard salary scale (i.e. step 12 or 15) is an option. Before any form of regression is considered, the employee will have a discussion with their Manager to consider whether a programme of guidance and support will allow the employee to work at the expected level.
Regression. The graph below shows a plot of base year weekly electricity or gas use against just one product group. (We discuss multiple product groups further down this page.) = + Slope = m = energy used to make one tonne of product Intercept = c = baseload of site A ‘line of best fit’; known as a ‘trendline’ in excel, has been added to the graph. The ‘equation’ for that line has been dispalyed and this gives the y=mx+c formula. The equation means that for one tonne of energy product made it takes ‘m’ kWh of energy to make it. And when no product is being made, the site uses ‘c’ kWh of energy. The R2 value gives an indication of how representative or accurate the line of best fit is. An R2 value above 0.7 is usually considered acceptable. In switching to a NOVEM, this type of analysis on a single product site is not needed (we can just use the already reported kWh/tonne values for that site). We have only provided this explanation to help with understanding how multiple products are handled.
Regression. The Secretary may regress the salary of an employee at Science and Technology Level 8 where they are rated as Not Effective. The salary may not be regressed below Science and Technology Level 7 and takes into account performance progression that would have occurred at the previous level, but for the period at the higher level. G7 Individual Flexibility Arrangements Individual Flexibility Arrangements (IFAs) were previously known as Individual Building Defence Capability Payments (BDCP) arrangements. IFAs provide remuneration and other conditions for employees in addition to normal arrangements in the Agreement. IFAs are designed to attract, develop and retain employees with the required skills, knowledge and experience considered critical to Defence capability. Further information APS People Policy- Individual Flexibility Arrangements
Regression. The salary rate for an individual employee within a particular range for the job will not be reduced by reason of the operation of the salary system. For employees that are on the Skills Progression Pathway Levels 1 – 3step F12 and above, who are unable to maintain demonstrating mastery of advanced skills and undertaking designated responsibility, regression to a lower level, including to the standard salary scale (i.e. step 12 or 14F11) is an option. Before any form of regression is considered, the employee will have a discussion with their Manager to consider whether a programme of guidance and support will allow the employee to work at the expected level.
Regression. 10.1 Staff wishing to regress to positions below institute manager classifications should express their interest to the relevant institute director who will consider the request, along with others, whenever an appropriate vacancy occurs.
Regression. The salary rate for an individual employee within a particular range for the job will not be reduced by reason of the operation of the salary system. For employees that are on steps P7 and above from 3 April 2023 or step P8 and above from 3 April 2024, who are unable to maintain demonstrating mastery of advanced skills and undertaking designated responsibility, regression to a lower level, including to the standard salary scale (i.e. step P6 from 3 April 2023 and step P7 from 3 April 2024) is an option. Before any form of regression is considered, the employee will have a discussion with their Manager to consider whether a programme of guidance and support will allow the employee to work at the expected level.
Regression. A move to a position of less Authority and/or to a lower type of aircraft.
Regression. The metric that is often used with OLR is the Akaike information criterion. This metric attempts to measure the relative amount of information that is lost by a given model. This measurement is performed with a trade-off between the goodness of fit and the simplicity of the model, so both overfitting and underfitting are taken into consideration. The absolute value is not to be interpreted, but is used to compare the performance of separate models. A lower AIC metric is a good indication of a better model if both models use the same data (Xxxxxxx, 2014). However, as only one OLR model will be computed, it does not make sense to use AIC here. Hence, the evaluation of the regression will be focussed on checking whether the model complies with four assumptions of OLR (Xxx, 2019):
Regression. Ortho-K mold retainers attempt to slow or stop the progression of myopia (nearsightedness). Nevertheless, regression of treatment may occur at some point. This may require a redesigning of the retainers to again achieve optimal vision.
