Removing redundancy Sample Clauses

Removing redundancy. ‌ In order to compute the CAT curves, and then compare the results obtained from the three experiments, it is necessary to identify the set of non-redundant features in common among the three data sets. The filterRedundant function enables to remove the redundant features within each data.frame prior computing the subset of of common identifiers across the three data sets. The argument idCol specifies the index or the name of the column containing redundant identifiers, while the other arguments enable to control the method used to remove the redundancy, as explained in the help for this function. By default the filterRedundant function will keep the feature with the largest absolute ranking statistics, as defined by the byCol argument. The method argument enables to con- trol which feature to keep and which to discard. Currently available methods are: maxORmin, geoMean, random, mean, and median (see help for filterRedundant). In the example below we are using an lapply call to remove the redundant features from all the three data.frames at once. To this end we will use gene symbols to identify the redundant features and the t-statistics to select which feature to keep. > sapply(matchBoxExpression, function(x) any(duplicated(x[, 1])) ) dataSetA dataSetB dataSetC TRUE TRUE TRUE > allDataBySymbolAndT <- lapply(matchBoxExpression, filterRedundant, idCol="SYMBOL", byCol="t", absolute=TRUE) Each data.frame now contains only unique features. > sapply(allDataBySymbolAndT, dim) dataSetA dataSetB dataSetC [1,] 1075 2058 1500
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Related to Removing redundancy

  • Redundancy The company is, and will remain during the life of this Agreement, a participating employer in the Redundancy Payment Central Fund Ltd (Incolink) and all employees will be enrolled in the Fund and be entitled to redundancy benefits in accordance with the terms of the Deed. The company shall pay contributions on behalf of each employee into the Incolink Number 1 Fund on a weekly basis, as per the Trust Deed.

  • COMMUTE TRIP REDUCTION AND PARKING 24.1 The Employer will continue to encourage but not require employees to use alternate means of transportation to commute to and from work consistent with the Commute Trip Reduction (CTR) law and the needs of the college/district community.

  • PERSONNEL REDUCTION Section 1 In the event of layoffs in connection with decreasing the work force, and the recall to work of people so laid off, the following consideration shall govern. Skill and ability as determined by reference to the employee's work record, and length of service shall be the determining factors; however, employees shall be laid off by category of seniority. There shall be three (3) seniority categories: probationary, 1 year to 5 years seniority, and over 5 years seniority. In case of layoff, all employees in the lowest seniority category shall be laid off before proceeding to layoff of anyone in a more senior category. Where skill and ability within a category are approximately equal, length of service shall govern. Employees having the same seniority within a category shall draw lots to determine the order of layoff. No new employees shall be hired until all laid off employees have been given the opportunity to be re-hired. Employees who have been laid off will be offered re-employment in the inverse order of layoffs when they are needed again, provided they are physically qualified and possess sufficient training and experience to perform the duties of the available work. The City shall give laid off employees ten (10) days notice of its intention to rehire. The employees shall within ten (10) days period notify the City of their intention to, or not to, return to the employ of the City, and shall report to work no later than fifteen (15) days from receipt of said notice to rehire. If an employee fails to notify the City within the ten (10) calendar day period of his/her intentions to return to work, or fails to report to work within fifteen (15) calendar days from the date of notice, he/she shall be considered permanently severed from the employ of the City. At the time of a layoff the City shall provide all laid off employees with a complete physical examination. At the time of rehire, the City may require a physical examination prior to the employee's return to duty, and it is expressly understood that any employee found physically unfit to return to duty may be refused re-employment and removed from the employment list. The City shall not be obligated to rehire laid off employees who have been laid off for five (5) or more consecutive calendar years, beginning from the date of layoff.

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