Rationale. The District has a broad recruitment program to locate highly qualified certificated employees. Due to the shortage of certificated teachers in some areas, it is necessary to employ non- certificated personnel. The Internship Program offers a way for the District and the Commission‐approved credential programs to collaboratively identify, prepare, and support candidates for the Intern positions in these areas of shortage. The teachers’ bargaining associate recognizes the need for an Internship Program and agrees to the District offering Intern positions to suitable candidates in areas of need.
Rationale. The foregoing procedure is designed to produce a standard humic-containing solution that is pH controlled, and sufficiently aged that its photobleaching first-order rate con- stant is not time dependent. It has been demonstrated that after 7 days of winter sunlight exposure, SHW solu- tions photobleached with a nearly con- stant rate constant (Mill et al. (1983) under paragraph (f)(11) of this section).
Rationale. Simultaneous irradia- tion of a test chemical and actinom- eter provide a means of evaluating sun- light intensities during the reaction period. Parallel irradiation of SHW so- lutions allows evaluation of the extent of photobleaching and loss of sensi- tizing ability of the natural water.
Rationale. The Phase 2 protocol is a simple procedure for evaluating di- rect and indirect sunlight photolysis rate constants of a chemical at a spe- cific time of year and latitude. It pro- vides a rough rate constant for the chemical in SHW that is necessary for Phase 3 testing. By comparison with the direct photoreaction rate constant, it can be seen whether the chemical is subject to indirect photoreaction and whether Phase 3 tests are necessary.
Rationale. To support a safe discharge from hospital, reduce a patient’s unnecessary length of time in hospital and prevent avoidable readmission. Reference document: NSW ComPacks Program Guidelines and Resources - March 2015 Notes on Calculation of Target: Targets are based on each District’s/Network’s ComPacks budget. Additional Notes: ComPacks are non-clinical case-managed community care packages available for people being transferred home from a participating New South Wales Public Hospital. Each package is available for up to 6 weeks from the package start date. Service Code Service Name Measurement Unit Service Volume Explanatory Notes Other Services PI-03 Hospital in the Home (HITH) – Acute Separations Number 1,483 Definition of Activity Measure: The number of overnight Bed Type 25 acute separations, as a measure of the number of patients receiving acute care through Hospital in the Home, as a substitution of hospitalisation. Rationale: To increase the number of people in NSW who receive acute clinical care (hospital substitution) in their home and ambulatory settings to reduce hospitalisations. To reduce demand on inpatient hospital services, as per GL2013_006 NSW Hospital in the Home (HITH) Guideline. Notes on Calculation of Target Target based on actual HITH activity for 2014/15 – Bed Type 25 acute overnight separations 1. Districts/Networkss performing above State average rate: target = [June 2015 Health Service HITH substitution rate] x [total Health Service acute overnight separations] + [0.5 per cent x total Health Service acute overnight separations] 2. Districts/Networkss performing below State average rate: target = [June 2015 State average HITH substitution rate] x [total Health Service acute overnight separations] HITH substitution rate: Numerator = Number Bed Type 25 acute overnight separations Denominator = Total Districts/Networks acute overnight separations Additional notes: The NWAU value for Hospital in the Home is included in Acute Admitted RTX Radiotherapy Courses (new and re-treat) 720 Definition of Activity Measure: Number of new and re-treatment patients treated with radiotherapy. Rationale for Target: Planning target of 414 courses per Linear Accelerater (linac) based on agreed national planning parameters. Minimum 360 courses per linac. The minimum target has been considered in relation to the average number of courses per linac for public sector services in 2014. Further, services at individual sites are to be at a level not less than...
Rationale. 1. If, upon recommendation by the administration, in the judgment of the Board, it becomes necessary to reduce teachers due to declining student enrollment, declining District revenue, elimination or reduction of programs, or for other just reasons, the Board of Education may exercise its duty and power to reduce the number of staff positions. When the Superintendent determines that reduction of teachers may become necessary, written notification of his/her recommendation shall be given to the NACT President.
Rationale. There is an increasing occurrence of legal claims and actions against organizations and their employees, with significant costs of defending against such claims and actions. This has given rise to Lakehead University (the "University") establishing a policy (the "Policy") to assist its employees in understanding the extent of the University's indemnification for legal costs incurred by its employees as a result of claims and actions brought against the University and/or its employees, and arising out of employees' employment duties.
Rationale. Please provide a rationale for the proposed change(s).
Rationale. Monash University, through its Careers, Leadership and Volunteering (CLV) office, offers sponsorship to eligible student groups in order to enhance the working relationship between CLV, clubs and societies, and student associations at Monash University. Aim The sponsorship aims to: support connection between students, employers and the University with a focus on promoting employment and career development opportunities; maximise career outcomes for Monash students; increase ways of working together on career-related activities at Monash; and increase student awareness of the annual careers festival and to promote the services and other events of CLV.
Rationale. 2.1 The Bank should be a safe, comfortable and conducive work environment for all employees. All employees should be treated with dignity and respect and everyone has a responsibility to uphold these values to create a supportive work environment.
