Rationale of Dose Selection Sample Clauses

Rationale of Dose Selection. This study will compare the effects of psychotherapy sessions assisted by full or low dose MDMA. Low dose will be 40 mg MDMA followed 1.5-2.5 hours later by 20 mg, and the full dose will be 125 mg followed 1.5-2.5 hours later by 62.5 mg. Table 1. Dose Regimen Initial Dose Supplemental Dose Cumulative Dose Low Dose 40 mg 20 mg 60 mg Full Dose 125 mg 62.5 mg 187.5 mg The full MDMA dose to be used in this study is identical to those used in previous studies in the U.S., Switzerland and Israel. Previous researchers have also used doses within this range [62, 63, 65, 67, 79, 96-100]. Prior to the scheduling of MDMA, similar doses and regimens were used in psychotherapy [49, 51, 54]. The initial full dose is expected to produce all the commonly reported effects of MDMA. The supplemental dose will prolong subjective drug effects without producing physiological effects any greater than peak effects occurring after the initial dose. The low dose of MDMA was chosen on the basis of its demonstrated ability to produce detectable subjective effects as a part of the sponsor’s ongoing initiative to optimize the double blind in MDMA-assisted psychotherapy using dose response. It is very similar to doses used in Phase 1 studies [63, 68]. This dose is expected to produce increases in positive mood and tension, in combination with a lower degree of therapeutic effects than the full dose.
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Related to Rationale of Dose Selection

  • Shift Selection In multiple shift operations, employees within each classification shall have a right to select their work shift on the basis of their seniority within a bureau or division thereof and competing only with employees covered under this agreement on the following basis:

  • Panel Selection 1. The Parties shall apply the following procedures in selecting a Panel: (a) the Panel shall comprise 3 members; (b) within 15 days following the date of the establishment of the Panel, each Party shall nominate a Panelist; (c) the Parties shall endeavor

  • Recruitment and Selection Swedish Medical Center will recruit and hire the most qualified applicants to meet the staffing needs of the Center and thereafter transfer, promote, and retain such persons as employees. All such actions and decisions shall comply with the Center’s desire to promote from within whenever qualified candidates are identified, interested, and available.

  • Application and Selection (1) Application for professional development leave shall contain an appropriate outline of the project or work to be accomplished during the leave.

  • Time Off for Selection Procedures A regular, limited-term or probationary employee shall be entitled to necessary time off with pay to participate in tests of fitness, examinations and interviews required by the Chief Human Resources Officer during working hours for the purpose of determining eligibility for movement to another class in the County service or transfer from one agency/department to another.

  • Contractor Selection In this section, please describe the selection process, including other sources considered and the rationale for selecting the contractor. Please answer all questions:

  • Provider Selection To the extent applicable to Provider in performance of the Agreement, Provider shall comply with 42 CFR 438.214, as may be amended from time to time, which includes, but is not limited to the selection and retention of providers, credentialing and recredentialing requirements and nondiscrimination. If Subcontractor and/or Health Plan delegate credentialing to Provider, Subcontractor and/or Health Plan will provide monitoring and oversight and Provider shall ensure that all licensed medical professionals are credentialed in accordance with Health Plan’s and the State Contract’s credentialing requirements.

  • Single Source Selection Services for tasks in circumstances which meet the requirements of paragraph 3.10 of the Consultant Guidelines for Single Source Selection, may, with the Association's prior agreement, be procured in accordance with the provisions of paragraphs 3.9 through 3.13 of the Consultant Guidelines.

  • Review and Selection Process The Project Narratives of SAMHSA applications are peer-reviewed according to the evaluation criteria listed above. Decisions to fund a grant are based on the strengths and weaknesses of the application as identified by peer reviewers. The results of the peer review are advisory in nature. The program office and approving official make the final determination for funding based on the following: • Individual awards over $250,000 are approved by the Center for Mental Health Services National Advisory Council; • Availability of funds; • Equitable distribution of awards in terms of geography (including urban, rural, and remote settings) and balance among populations of focus and program size; • Submission of any required documentation that must be submitted prior to making an award; and • SAMHSA is required to review and consider any information about your organization that is in the Federal Award Performance and Integrity Information System (FAPIIS). In accordance with 45 CFR 75.212, SAMHSA reserves the right not to make an award to an entity if that entity does not meet the minimum qualification standards as described in section 75.205(a)(2). If SAMHSA chooses not to award a fundable application in accordance with 45 CFR 75.205(a)(2), SAMHSA must report that determination to the designated integrity and performance system accessible through the System for Award Management (XXX) [currently, FAPIIS]. You may review and comment on any information about your organization that a federal awarding agency previously entered. XXXXXX will consider your comments, in addition to other information in FAPIIS in making a judgment about your organization’s integrity, business ethics, and record of performance under federal awards when completing the review of risk posed as described in 45 CFR 75.205 HHS Awarding Agency Review of Risk by Applicants.

  • Application for Promotion Employees who have successfully completed their initial probationary period may make application for any Job Posting provided they meet the minimum, stated qualifications for the involved position; provided, however, that employees who have failed a promotional probationary period in a classification shall not be permitted to take an examination for promotion to that classification within twelve (12) months of the date of such failure.

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