1
Memorandum
DATE:
09/
5/2018
FROM:
USAID/Mali Executive Office
SUBJECT:
Vacant Position
advertisement
: USAID
/Mali Human Resources Specialist
REF No.:
HR
-EXO-
004-
2018
-HRS
TO:
All Malian Citizens and Local Residents
with valid work permit
at the time of
application
.
OPEN
PERIOD
:
09/
5/2018
to
10/
03/2018 -
5:00 p.m. (
Bamako time)
GRADE LEVEL
:
(
NUMBER OF POSITION:
One (1) Vacancy
PLACE OF PERFORMANCE:
Bamako, Mali
PERIOD OF PERFORMANCE:
Em
ployment under this contract
is of a continuing nature.
Its
duration is expected to be part of a series of sequential contracts based on performance, availability
of funds and the need for services.
SECURITY LEVEL REQUIRED:
Public Trust
STATEMENT OF DUTI
ES:
The U.S. Agency for Interna
tional Development is seeking a FSNPSC
Human Resources
Specialist
to support USAID/Mali Mission.
Basic Function of Position
The USAID/Mali Mission consists of 84 foreign national and 31 American and third country emplo
yees.
The Human Resources (HR) Specialist is responsible for planning, designing, developing, coordinating,
and implementing a full range of American and Foreign National personnel services to support the
USAID Mali programs in a fair and equitable manner.
The Specialist will implement, direct, and perform
the functions of a full service HR Unit to provide direct service to the multiple categories of USAID/Mali
Mission employees.
Services provided include: personal services contracting, position classific
ation,
recruitment, workforce planning, and U.S. Direct Hire assignment coordination, as well as oversight of
Mission systems for evaluation, counseling, and liaison. The HR Specialist is the Mission’s principal
advisor
on personnel policies and issues. T
he Specialist serves as the primary Mission point of contact
with the Embassy HR Office on matters pertaining to post-
specific regulations and guidelines affecting
American, host
-country, and third-
country employees. The Specialist administers the Mission
awards
and training programs, and ensures Mission compliance with all legal, regulatory, procedural, and policy
requirements governing personnel management activities in Mali. T
he Specialist advises on provisions
of the Malian Labor Code, prevailing host
-government personnel practices, and as the Liaison Person
between the Mission and the Inspection of Labor regarding personnel issues. The Specialist reports
directly to the Supervisory Executive Officer (EXO) or Acting EXO, and supervises two HR Assistants.
2
Major Duties and Responsibilities
a. Foreign National Personnel Program
- 25%
The Specialist collaborates with the Embassy and USAID/Washington on development and imple
mentation of
personnel policies and procedures for local personnel, including the FSN Handbook and the Local
Compensation Plan; develops recruitment sources for new or newly vacated positions for permanent and short
-
term employment; oversees interviewing, testing, and selection for ap.
Elaine Eiler-Mough has over 15 years of experience providing administrative support, customer service, and office operations. She currently works as an Instructional Coordinating Specialist at Lane Community College, where she supports the Successful Aging Institute and Senior Companion Program. Previously, she held administrative roles at Lane Community College and transportation companies.
Perlita Recuenco is seeking an administrative position that utilizes her skills in computer literacy, hotel and flight arrangements, teamwork, and logistics management. She has over 15 years of experience in administrative roles, including her current role as Administrative Officer for Christoffel Blindenmission, where she oversees general administration, logistics, staff supervision, petty cash management, and human resources support. Previously, she held administrative roles with organizations such as EDC-Basa Pilipinas Program, Solid Waste Management Association of the Philippines, and Education Development Center Inc., among others. She has a Bachelor's degree in Office Administration and training in areas such as customer service, communication skills, and Microsoft PowerPoint.
Seema Pillay has over 20 years of experience in human resources. She has held positions at South African Airways, the Department of Justice, and the Department of Transport. Her experience includes payroll administration, benefits management, recruitment, and training. She has strong skills in SAP, Microsoft Office, communication, and customer service. Pillay holds a diploma in Computer and Secretarial Studies and has taken several courses in business writing, office management, and human resources.
Ester Chavez-Luciano is a Filipino national seeking an administrative role utilizing her 15 years of experience in human resources and administration roles. She has worked in HR coordinator roles for AMEC Foster Wheeler, Brighton College Abu Dhabi, Al Habtoor Leighton Group, and Dynamic Sports Corporation in the UAE and Philippines. Her experience includes recruitment, employee relations, benefits administration, and office administration. She holds a Professional Diploma in Human Resource Management from Alghurair University in Dubai and a Bachelor's Degree in Elementary Education from the University of Batangas in the Philippines.
Khadga Bahadur Thapa is an experienced human resources and administration professional currently seeking new opportunities. He has over 10 years of experience in HR and administration roles in Abu Dhabi, UAE. His most recent role is as an Admin & HR Assistant at Bin Butti International Holdings, where he handles tasks such as maintaining employee records, coordinating visa renewals, and assisting with recruitment. Prior to this, he worked as an HR Assistant at Al Fara'a General Contracting Co. in Abu Dhabi and held a guest relations role at a hotel in Nepal. He has strengths in multi-tasking, communication, and maintaining organization.
The document provides a summary of Tanveer Wadekar's experience working in human resources and administration roles in the United Arab Emirates. It lists 5 past roles from 2006 to the present, with responsibilities including recruiting, onboarding, benefits administration, employee relations, and more. The current role since 2016 is listed as HR Administrator/Coordinator for Eversendai Offshore RMC in Ras Al Khaimah, handling tasks such as recruiting, interviewing, onboarding, benefits, payroll, and employee relations. The document demonstrates extensive experience in HR and administration across several companies in construction, real estate, and other industries in the UAE.
Kadidia Traore has over 25 years of experience in human resources, administration, and customer service. She held roles as a Human Resources Manager and Specialist for USAID in Mali, managing recruitment, training, benefits, and employee relations. Prior to that she worked in office management, executive assistance, information technology, and customer service. She is fluent in French, Bambara, and English.
Abraham Ayom is seeking a position that utilizes his 7 years of experience working in finance and operations for international NGOs in South Sudan. He has a background in accounting, budgeting, grants management, and working with various donors including USAID, the Global Fund, and UN agencies. Ayom has a MBA and qualifications in accounting, business administration, and finance from universities in Uganda, UK, and Cyprus.
Elaine Eiler-Mough has over 15 years of experience providing administrative support, customer service, and office operations. She currently works as an Instructional Coordinating Specialist at Lane Community College, where she supports the Successful Aging Institute and Senior Companion Program. Previously, she held administrative roles at Lane Community College and transportation companies.
Perlita Recuenco is seeking an administrative position that utilizes her skills in computer literacy, hotel and flight arrangements, teamwork, and logistics management. She has over 15 years of experience in administrative roles, including her current role as Administrative Officer for Christoffel Blindenmission, where she oversees general administration, logistics, staff supervision, petty cash management, and human resources support. Previously, she held administrative roles with organizations such as EDC-Basa Pilipinas Program, Solid Waste Management Association of the Philippines, and Education Development Center Inc., among others. She has a Bachelor's degree in Office Administration and training in areas such as customer service, communication skills, and Microsoft PowerPoint.
Seema Pillay has over 20 years of experience in human resources. She has held positions at South African Airways, the Department of Justice, and the Department of Transport. Her experience includes payroll administration, benefits management, recruitment, and training. She has strong skills in SAP, Microsoft Office, communication, and customer service. Pillay holds a diploma in Computer and Secretarial Studies and has taken several courses in business writing, office management, and human resources.
Ester Chavez-Luciano is a Filipino national seeking an administrative role utilizing her 15 years of experience in human resources and administration roles. She has worked in HR coordinator roles for AMEC Foster Wheeler, Brighton College Abu Dhabi, Al Habtoor Leighton Group, and Dynamic Sports Corporation in the UAE and Philippines. Her experience includes recruitment, employee relations, benefits administration, and office administration. She holds a Professional Diploma in Human Resource Management from Alghurair University in Dubai and a Bachelor's Degree in Elementary Education from the University of Batangas in the Philippines.
Khadga Bahadur Thapa is an experienced human resources and administration professional currently seeking new opportunities. He has over 10 years of experience in HR and administration roles in Abu Dhabi, UAE. His most recent role is as an Admin & HR Assistant at Bin Butti International Holdings, where he handles tasks such as maintaining employee records, coordinating visa renewals, and assisting with recruitment. Prior to this, he worked as an HR Assistant at Al Fara'a General Contracting Co. in Abu Dhabi and held a guest relations role at a hotel in Nepal. He has strengths in multi-tasking, communication, and maintaining organization.
The document provides a summary of Tanveer Wadekar's experience working in human resources and administration roles in the United Arab Emirates. It lists 5 past roles from 2006 to the present, with responsibilities including recruiting, onboarding, benefits administration, employee relations, and more. The current role since 2016 is listed as HR Administrator/Coordinator for Eversendai Offshore RMC in Ras Al Khaimah, handling tasks such as recruiting, interviewing, onboarding, benefits, payroll, and employee relations. The document demonstrates extensive experience in HR and administration across several companies in construction, real estate, and other industries in the UAE.
Kadidia Traore has over 25 years of experience in human resources, administration, and customer service. She held roles as a Human Resources Manager and Specialist for USAID in Mali, managing recruitment, training, benefits, and employee relations. Prior to that she worked in office management, executive assistance, information technology, and customer service. She is fluent in French, Bambara, and English.
Abraham Ayom is seeking a position that utilizes his 7 years of experience working in finance and operations for international NGOs in South Sudan. He has a background in accounting, budgeting, grants management, and working with various donors including USAID, the Global Fund, and UN agencies. Ayom has a MBA and qualifications in accounting, business administration, and finance from universities in Uganda, UK, and Cyprus.
Abraham Ayom has over 10 years of experience working in finance and operations roles for various international NGOs and UN agencies in South Sudan. He has a Bachelor's degree in business administration and is currently pursuing an MBA. Ayom is proficient in several accounting software programs and has skills in areas such as budgeting, financial reporting, grants management, procurement, and human resources. He is currently seeking new opportunities to apply his expertise in financial management and international development.
The document is a resume for Lori A. Noonan. It summarizes her experience in human resources and retirement administration, with over 10 years in the field. Her most recent roles include Consultant for Total Rewards - Retirement at CHE Trinity Health, where she oversaw retirement programs and compliance. Prior to that, she held positions as Manager and Team Lead for defined benefit retirement plans at Trinity Health, with responsibilities including managing customer service, payments, and legal compliance.
Bader Khalid Mohammad is a human resources professional from Jordan seeking a new opportunity. He has over 15 years of experience in human resources management roles. His experience includes managing human resources for hotels, construction companies, and other organizations in Saudi Arabia, the UAE, and the USA. He has a diploma in human resources and qualifications in areas like labor law, management, and computer skills.
This document provides a summary of an individual's work experience and qualifications. It lists their roles and responsibilities in human resources, administrative, and executive assistant positions from 2008 to the present. Responsibilities included processing FMLA requests, managing a temporary staffing pool budget, employment verification, and providing administrative support to various departments at UTHSC. Previous roles involved secretarial, customer service, and outreach coordination duties from 2001 to 2008. Skills listed include administrative support, benefits, billing, budgeting, counseling, database management, documentation, employee relations, filing, finance, forms, functional areas of HR, general office duties, home care, human resources, insurance, ledger, letters, meetings, Microsoft Excel, management, organization
Lori Noonan has over 10 years of experience in human resources, specializing in retirement administration. She has a background in managing teams, conducting performance reviews, and handling hiring and termination processes. Her experience includes roles as a consultant, manager, team lead, and analyst for retirement plans at Trinity Health, where she oversaw retirement payments, ensured legal compliance, and managed customer service centers.
This job posting is for a Child Development Center Director position at NCBC Gulfport, MS. The Director will oversee the administration and operations of the child development center, including implementing developmentally appropriate programs, budgeting, personnel management, and ensuring compliance with various childcare standards and regulations. Qualified applicants must have a degree in early childhood education or a related field plus 3 years of relevant experience, or a master's degree plus 1 year of experience working with children. Duties include supervising staff, developing programs and budgets, and ensuring safety, health and regulatory compliance.
Nuwair Mohamed Hashim is a human resources professional with over 13 years of experience in the GCC. He has expertise in recruitment, compensation and benefits, employee welfare, and administrative functions. Hashim holds a diploma in human resources and certificates in office management and computer applications. He is proficient in both Arabic and English and has strong communication, analytical, and problem-solving skills.
The document provides a profile and work experience history for Muhammad Sohail Yussouf Rathore, including over 15 years of experience in human resources, administration, and legal management roles in the UAE and other countries. It details his educational background and qualifications, languages spoken, and core competencies in areas like recruitment, compensation, performance management, and employee relations. Key projects and achievements are also highlighted.
Alecia Lane has over 20 years of experience in executive administrative support roles, most recently as the Executive Assistant to the Business Operations Staff Administrative Supervisor at the FDA. She provides superior support including managing schedules, correspondence, budgets, and staff training. Prior to the FDA, she spent 20 years in the Navy serving in roles such as Administrative Assistant, Travel Coordinator, and Protocol Officer, gaining experience in personnel management, travel administration, and event planning. She is skilled in areas such as communication, organization, training, and collaboration.
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Zimasa Judge is a South African contract manager with over 5 years of experience in recruitment and temporary employment services. She currently works as a Contracts Manager for Capacity Outsourcing in Secunda, where her responsibilities include recruitment, induction, industrial relations, operational management, safety compliance, administration, payroll, reporting, and client relationship management. She has a diploma in Environmental Health and various training in areas like communication, time management, and occupational health and safety. Her previous roles include Account Executive at Cozens Recruitment Group and Senior Accounts Manager at Impact HR, where she was responsible for client and staff management.
Thomas Medurga has over 10 years of experience in talent acquisition and human resources. He is currently a Talent Acquisition Specialist at Lifespire, where he coordinates recruitment efforts, conducts interviews and background checks, and supports the recruitment manager. Previously he has held various human resources and management roles, including residential development coordinator, staff facilitator, personnel and recreation manager, and residential habilitation specialist manager.
This summary provides an overview of Katherine A. Bolus' experience:
Katherine has over 15 years of experience in administrative, budget, and program analyst roles within the Department of the Army and Department of Health and Human Services. Her experience includes developing and justifying budgets over $45 million, executing contracts, analyzing spending trends, and advising on personnel and grant programs. Currently, she is seeking a challenging position utilizing her skills in administration, budget, or program analysis.
Stephen Pineda has over 5 years of experience in administrative, case management, and behavioral health roles. He has worked as an immigration case manager, employment and training advisor, behavioral specialist, and corrections/mental health specialist. Pineda has a Bachelor's degree in Sociology and is bilingual in English and Spanish. He has skills in various software programs, customer relationship management systems, and received mental health first aid training.
Amon Odhiambo Omolo is seeking a position in human resources. He has over 5 years of experience in human resources roles. His experience includes assisting with policy implementation, benefits administration, recruitment, payroll, and employee relations at the Ministry of Interior & Coordination and United States International University-Africa. He has a degree in human resource management and is proficient in Microsoft Office applications.
This document contains the resume of Samir Faroug Fadul Jasir, who has 9 years of professional experience in finance roles. He currently works as the Finance Coordinator for Triangle Generation Humanitaire in Sudan. Prior to this role, he held other finance positions with increasing responsibilities at the same organization. His experiences include managing donor funds, accounting software, budgets, financial reporting, and banking transactions. He has a bachelor's degree in English and certificates in computer skills, marketing, and training.
This document provides a summary of Minnie Brown's professional experience and qualifications. She has over 24 years of experience in human resources, including expertise in areas like staffing, recruitment, benefits administration, and diversity initiatives. Her most recent role was at the Texas Department of Transportation, where over 14 years she led recruitment programs, developed branding strategies, and administered a grant program that provided funding for students interested in transportation careers. She has a proven track record of accomplishments in HR leadership and program management.
Kristine Davis has over 10 years of experience in human resources and benefits administration for Rochester Community Schools in Rochester, Michigan. She currently serves as the Human Resources/Benefits Coordinator, facilitating employee benefit enrollment, administering leaves of absence, and ensuring compliance with regulations such as FMLA, COBRA, and HIPAA. Prior to this role, she worked as the Executive Assistant to the Chief Human Resource Officer and has held various administrative roles in the district.
The document provides a personal profile and summary of skills and experience for an individual seeking employment. In 7 years of experience in northern Uganda, they have managed microfinance projects including income generating groups, business training, and savings and loan associations. Their experience includes project management, budgeting, coordination, finance and administration, subgrant management, human resources, logistics and procurement, supervision, training and capacity building, and representation. They hold a degree in Business Administration and have experience facilitating university classes.
I am a customer-friendly professional with the ability to deliver high-quality, responsive service in a customer driven industry, aiming to increase efficiency and customer satisfaction. I possess a Bachelor of Science Degree in Communications and Media Management and I am actively pursuing a Masters of Science Degree in Human Resources Management.
I have worked side by side with senior administrators on matters regarding finance, corporate compliance and human resources, while acquiring a good understanding of organizational principles and practices, planning, records management and wide-ranging administration.
As you’ll see on the enclosed resume, the depth of my experience in Human Resources and Administration, I am a self-starter that is well aware of the importance of prompt, attentive service⎯and painfully aware that it is rare these days. If you’re looking for a hard worker and fast-paced learner to provide superior service and to promote customer satisfaction, you’ve found one.
Please feel free to contact me via email me at mrskiacampbell@gmail.com. Thank you for this opportunity, I look forward to hearing from you.
1 Network Analysis and Design This assignment is.docxoswald1horne84988
1
Network Analysis and Design
This assignment is worth 30%.
Deadline: Mon, Week 12
Part A: HQ LAN Upgrade (35%)
Background:
ABC is a big company in the US. ABC has employed you as the IT officer of the company.
Your job is to analyse the performance of the HQ LAN, suggest changes to improve the
network performance and provide a report to your boss.
Settings:
Run all simulations for 30 minutes to simulate a working day.
The graphs should be time averaged
Duplicate scenario for each possible setup
Tasks:
1. Analyse the current performance of the HQ LAN for each level and comment on it.
You are required to show all relevant graphs. The graphs for each level can be
overlaid. (10%)
2. Some staffs are unhappy about the speed of the network. Anything that takes more
than 1 second is not desirable. You have decided to try the following to improve the
network performance. Show the relevant graphs and comment on the results: (5%)
a. Increase the link speeds of
i. HQ_Router1 to HQ_Router3 from 1 Gbps to 10 Gbps and
ii. HQ_Router2 to HQ_Router3 from 1 Gbps to 10 Gbps
b. Increase the LANs for level 1, 2 and 3 from 100 Mbps to 1 Gbps
c. Try out 1 other way that meets the requirement.
3. After meeting the requirement, the company has decided to purchase an Ethernet
Server and placed it in the HQ LAN. (10%)
a. Rename it to HQ Server
b. Use a 1Gbps link
c. Set Application: Supported Services to All
d. Set statistics to view the following:
i. Server DB Task Processing Time (Heavy)
ii. Server Email Task Processing Time (Heavy)
iii. Server HTTP Task Processing Time (Heavy)
iv. Server Performance Task Processing Time
e. Show the performance of the HQ Server with the required graphs and
comment on the results
f. Justify the location of the server
g. State at least 3 security measures you will take to protect the HQ LAN from
malicious attacks
4. What would you do so that all the 4 statistics of the HQ server are less than 0.025 s?
Show all relevant graphs. (3 marks)
2
5. Prepare a report and state the additional amount of money that is needed for the
changes you have made to meet the additional requirements. Refer to the given price
list in the Appendix. (7%)
a. Your report should include a content page, a summary of the addressed issues,
objectives, budgeting, proposed solutions and conclusion.
Part B: Network Design (65%)
Background:
Due to your excellent work in the analysis of the HQ LAN, you are now assigned the new
task of designing the LAN for one of ABC’s client, XYZ. The company XYZ is made up of 4
sections and the number of people in each section is as shown below.
1. Research – 20
2. Technical – 10
3. Guests – 4
4. Executives – 2
Set up the following staff profile:
1. Research: file transfer (light), web browsing (heavy) and file print (light)
2. Technical: Database Access (heavy), telnet (heavy) and email (light)
3. Guests: Em.
1 Name _____________________________ MTH129 Fall .docxoswald1horne84988
1
Name: _____________________________
MTH129 Fall 2018 - FINAL EXAM A
Show all work neatly on paper provided. Label all work. Place final answers on the answer sheet.
PART I: Omit 1 complete question. Place an “X” on the problems & answer space you are omitting.
1. Find the inverse of the following functions:
a. 𝑓(𝑥) = 2𝑥 − 3
b. 𝑓(𝑥) =
3𝑥 +1
𝑥−2
2. If 𝑓(𝑥) = 𝑥 2 − 2𝑥 + 3 and 𝑔(𝑥) = −3𝑥 + 4, find the following:
a. (𝑓°𝑔)(𝑥) b. (𝑓°𝑔)(2)
3. Find the domain for the following expression:
a) √𝑥 + 5 𝑏) 7𝑥 2 + 3𝑥 − 1 𝑐)
𝑥 2+4
𝑥 2−9
4. Find the radian measures of the angles with the given degree measures.
a) 81°
Find the degree measures of the angles with the given radian measures.
b)
13𝜋
6
5. Solve the following equations:
a) (5t) = 20
b) 6000 = 40(15)t
6. Expand the following logarithmic expressions:
a. log(𝐴𝐵2 )
b. ln(
4
√3
)
7. Describe how the graph of each function can be obtained from the graph f
a. 𝑦 = 𝑓(𝑥) − 8
b. 𝑦 = 𝑓(𝑥 + 4) − 5
8. A real number t is given 𝑡 =
2𝜋
3
a. Find the reference number for t.
b. Find the terminal point P(x,y) on the unit circle determined by t
c. The unit circle is centered at __________________ and has a radius of _________________
PART II: Omit 1 complete question. Place an “X” on the problems & answer space you are omitting.
2
1. A sum of $7,000 is invested at an interest rate of 4
1
2
% per year, compounding monthly. (round all answers to
the nearest cent)
a. Find the amount of the investment after 2
1
2
years.
b. How long will it take for the investment to amount to $12,000?
c. Using the information in part (a), find the amount of the investment if compounded quarterly.
2. When a company charges price p dollars for one of its products, its revenue is given by
𝑅 = 𝑓(𝑝) = 500𝑝(30 − 𝑝)
a. Create a quadratic function for price with respect to revenue.
b. What price should they charge in order to maximize their revenue?
c. What is the maximum revenue?
d. What would be the revenue if the price was set at $10?
e. Sketch a rough graph – indicate the intercepts and the maximum coordinates.
3. The charges for a taxi ride are an initial charge of $2.50 and $0.85 for each mile driven.
a. Write a function for the charge of a taxi ride as a linear function of the distance traveled.
b. What is the cost of a 12 mile trip?
c. Find the equation of a line that passes through the following points: (1,-2) , (2,5) Express in 𝑦 =
𝑚𝑥 + 𝑏 form
d. Graph part ( c )
4. a. Divide the following polynomial and factor completely.
𝑃(𝑥) = 3𝑥 4 − 9𝑥 3 − 2𝑥 2 + 5𝑥 + 3; 𝑐 = 3
b. Given polynomial−𝑥 2 + 5𝑥 − 6, state the end behavior of its graph.
c. Using the polynomial on part ( c ), would this g
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Amon Odhiambo Omolo is seeking a position in human resources. He has over 5 years of experience in human resources roles. His experience includes assisting with policy implementation, benefits administration, recruitment, payroll, and employee relations at the Ministry of Interior & Coordination and United States International University-Africa. He has a degree in human resource management and is proficient in Microsoft Office applications.
This document contains the resume of Samir Faroug Fadul Jasir, who has 9 years of professional experience in finance roles. He currently works as the Finance Coordinator for Triangle Generation Humanitaire in Sudan. Prior to this role, he held other finance positions with increasing responsibilities at the same organization. His experiences include managing donor funds, accounting software, budgets, financial reporting, and banking transactions. He has a bachelor's degree in English and certificates in computer skills, marketing, and training.
This document provides a summary of Minnie Brown's professional experience and qualifications. She has over 24 years of experience in human resources, including expertise in areas like staffing, recruitment, benefits administration, and diversity initiatives. Her most recent role was at the Texas Department of Transportation, where over 14 years she led recruitment programs, developed branding strategies, and administered a grant program that provided funding for students interested in transportation careers. She has a proven track record of accomplishments in HR leadership and program management.
Kristine Davis has over 10 years of experience in human resources and benefits administration for Rochester Community Schools in Rochester, Michigan. She currently serves as the Human Resources/Benefits Coordinator, facilitating employee benefit enrollment, administering leaves of absence, and ensuring compliance with regulations such as FMLA, COBRA, and HIPAA. Prior to this role, she worked as the Executive Assistant to the Chief Human Resource Officer and has held various administrative roles in the district.
The document provides a personal profile and summary of skills and experience for an individual seeking employment. In 7 years of experience in northern Uganda, they have managed microfinance projects including income generating groups, business training, and savings and loan associations. Their experience includes project management, budgeting, coordination, finance and administration, subgrant management, human resources, logistics and procurement, supervision, training and capacity building, and representation. They hold a degree in Business Administration and have experience facilitating university classes.
I am a customer-friendly professional with the ability to deliver high-quality, responsive service in a customer driven industry, aiming to increase efficiency and customer satisfaction. I possess a Bachelor of Science Degree in Communications and Media Management and I am actively pursuing a Masters of Science Degree in Human Resources Management.
I have worked side by side with senior administrators on matters regarding finance, corporate compliance and human resources, while acquiring a good understanding of organizational principles and practices, planning, records management and wide-ranging administration.
As you’ll see on the enclosed resume, the depth of my experience in Human Resources and Administration, I am a self-starter that is well aware of the importance of prompt, attentive service⎯and painfully aware that it is rare these days. If you’re looking for a hard worker and fast-paced learner to provide superior service and to promote customer satisfaction, you’ve found one.
Please feel free to contact me via email me at mrskiacampbell@gmail.com. Thank you for this opportunity, I look forward to hearing from you.
Similar to 1 MemorandumDATE0952018 FROM USAIDMali Executive .docx (20)
1 Network Analysis and Design This assignment is.docxoswald1horne84988
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Network Analysis and Design
This assignment is worth 30%.
Deadline: Mon, Week 12
Part A: HQ LAN Upgrade (35%)
Background:
ABC is a big company in the US. ABC has employed you as the IT officer of the company.
Your job is to analyse the performance of the HQ LAN, suggest changes to improve the
network performance and provide a report to your boss.
Settings:
Run all simulations for 30 minutes to simulate a working day.
The graphs should be time averaged
Duplicate scenario for each possible setup
Tasks:
1. Analyse the current performance of the HQ LAN for each level and comment on it.
You are required to show all relevant graphs. The graphs for each level can be
overlaid. (10%)
2. Some staffs are unhappy about the speed of the network. Anything that takes more
than 1 second is not desirable. You have decided to try the following to improve the
network performance. Show the relevant graphs and comment on the results: (5%)
a. Increase the link speeds of
i. HQ_Router1 to HQ_Router3 from 1 Gbps to 10 Gbps and
ii. HQ_Router2 to HQ_Router3 from 1 Gbps to 10 Gbps
b. Increase the LANs for level 1, 2 and 3 from 100 Mbps to 1 Gbps
c. Try out 1 other way that meets the requirement.
3. After meeting the requirement, the company has decided to purchase an Ethernet
Server and placed it in the HQ LAN. (10%)
a. Rename it to HQ Server
b. Use a 1Gbps link
c. Set Application: Supported Services to All
d. Set statistics to view the following:
i. Server DB Task Processing Time (Heavy)
ii. Server Email Task Processing Time (Heavy)
iii. Server HTTP Task Processing Time (Heavy)
iv. Server Performance Task Processing Time
e. Show the performance of the HQ Server with the required graphs and
comment on the results
f. Justify the location of the server
g. State at least 3 security measures you will take to protect the HQ LAN from
malicious attacks
4. What would you do so that all the 4 statistics of the HQ server are less than 0.025 s?
Show all relevant graphs. (3 marks)
2
5. Prepare a report and state the additional amount of money that is needed for the
changes you have made to meet the additional requirements. Refer to the given price
list in the Appendix. (7%)
a. Your report should include a content page, a summary of the addressed issues,
objectives, budgeting, proposed solutions and conclusion.
Part B: Network Design (65%)
Background:
Due to your excellent work in the analysis of the HQ LAN, you are now assigned the new
task of designing the LAN for one of ABC’s client, XYZ. The company XYZ is made up of 4
sections and the number of people in each section is as shown below.
1. Research – 20
2. Technical – 10
3. Guests – 4
4. Executives – 2
Set up the following staff profile:
1. Research: file transfer (light), web browsing (heavy) and file print (light)
2. Technical: Database Access (heavy), telnet (heavy) and email (light)
3. Guests: Em.
1 Name _____________________________ MTH129 Fall .docxoswald1horne84988
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Name: _____________________________
MTH129 Fall 2018 - FINAL EXAM A
Show all work neatly on paper provided. Label all work. Place final answers on the answer sheet.
PART I: Omit 1 complete question. Place an “X” on the problems & answer space you are omitting.
1. Find the inverse of the following functions:
a. 𝑓(𝑥) = 2𝑥 − 3
b. 𝑓(𝑥) =
3𝑥 +1
𝑥−2
2. If 𝑓(𝑥) = 𝑥 2 − 2𝑥 + 3 and 𝑔(𝑥) = −3𝑥 + 4, find the following:
a. (𝑓°𝑔)(𝑥) b. (𝑓°𝑔)(2)
3. Find the domain for the following expression:
a) √𝑥 + 5 𝑏) 7𝑥 2 + 3𝑥 − 1 𝑐)
𝑥 2+4
𝑥 2−9
4. Find the radian measures of the angles with the given degree measures.
a) 81°
Find the degree measures of the angles with the given radian measures.
b)
13𝜋
6
5. Solve the following equations:
a) (5t) = 20
b) 6000 = 40(15)t
6. Expand the following logarithmic expressions:
a. log(𝐴𝐵2 )
b. ln(
4
√3
)
7. Describe how the graph of each function can be obtained from the graph f
a. 𝑦 = 𝑓(𝑥) − 8
b. 𝑦 = 𝑓(𝑥 + 4) − 5
8. A real number t is given 𝑡 =
2𝜋
3
a. Find the reference number for t.
b. Find the terminal point P(x,y) on the unit circle determined by t
c. The unit circle is centered at __________________ and has a radius of _________________
PART II: Omit 1 complete question. Place an “X” on the problems & answer space you are omitting.
2
1. A sum of $7,000 is invested at an interest rate of 4
1
2
% per year, compounding monthly. (round all answers to
the nearest cent)
a. Find the amount of the investment after 2
1
2
years.
b. How long will it take for the investment to amount to $12,000?
c. Using the information in part (a), find the amount of the investment if compounded quarterly.
2. When a company charges price p dollars for one of its products, its revenue is given by
𝑅 = 𝑓(𝑝) = 500𝑝(30 − 𝑝)
a. Create a quadratic function for price with respect to revenue.
b. What price should they charge in order to maximize their revenue?
c. What is the maximum revenue?
d. What would be the revenue if the price was set at $10?
e. Sketch a rough graph – indicate the intercepts and the maximum coordinates.
3. The charges for a taxi ride are an initial charge of $2.50 and $0.85 for each mile driven.
a. Write a function for the charge of a taxi ride as a linear function of the distance traveled.
b. What is the cost of a 12 mile trip?
c. Find the equation of a line that passes through the following points: (1,-2) , (2,5) Express in 𝑦 =
𝑚𝑥 + 𝑏 form
d. Graph part ( c )
4. a. Divide the following polynomial and factor completely.
𝑃(𝑥) = 3𝑥 4 − 9𝑥 3 − 2𝑥 2 + 5𝑥 + 3; 𝑐 = 3
b. Given polynomial−𝑥 2 + 5𝑥 − 6, state the end behavior of its graph.
c. Using the polynomial on part ( c ), would this g
1 Lab 8 -Ballistic Pendulum Since you will be desig.docxoswald1horne84988
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Lab 8 -Ballistic Pendulum
Since you will be designing your own procedure you will have two
class periods to take the required data.
The goal of this lab is to measure the speed of a ball that is fired
from a projectile launcher using two different methods. The
Projectile launcher has three different settings, “Short Range,”
“Medium Range” and “Long Range,” however you will only need to
determine the speed for any ONE of these Range settings.
Method 1 involves firing the ball directly into the “Ballistic
Pendulum” shown below in Figure 2 for which limited instructions will be provided. Method 2
is entirely up to your group. While you have significant freedom to design your own procedure,
you will need to worry about the random and systematic uncertainties you are introducing
based on your procedure. This manual will provide a few hints to help reduce a few of those
uncertainties.
The ballistic pendulum pictured in Figure 2 is important canonical problem students study to
explore the conservation of momentum and energy. The ball is fired by the projectile launcher
into a “perfectly inelastic collision” with the pendulum. The pendulum then swings to some
maximum angle which is measured by an Angle Indicator.
Caution: The pendulum has a plastic hinge and Angle Indicator which are both fragile. Be
gentle.
Study the ballistic pendulum carefully. Before we begin, here are a few things to consider and
be aware of in Figure 2:
Projectile launcher
Angle indicator (curved
black bar)
Clamp
Pendulum (can be removed
for measurements)
Figure 2: Ballistic Pendulum
Plumb bob
Firing string
Release
point
Figure 1: Projectile Launcher
Bolt for removing pendulum
2
A. Clamping the ballistic pendulum to the table will reduce random uncertainties in the
speed with which the projectile launcher releases the ball. Similarly, you should check
that the various bolts are snug and that the ball is always fully inside the launcher (not
rolling around inside the barrel of launcher).
B. If the lab bench is not perfectly horizontal the plumb bob and angle indicator will not
read zero degrees before you begin your experiment. You should fix AND/OR account
for these discrepancies.
C. In Figure 3 you will notice a tiny gap between the launcher and the pendulum. This
important gap prevents the launcher from contacting the pendulum directly as the ball
is fired. Without this gap an unknown amount of momentum is transferred from the
launcher directly to the pendulum (in addition to the momentum transferred by the
ball) significantly complicating our experiment.
Figure 3: Important gap between Launcher and Pendulum
Equipment
1 Ballistic Pendulum (shown in Figure 2)
A bag with three balls
1 loading rod
1 Clamp
1 triple beam balance scale
Safety goggles for each group member
Any equipment found in your equipment drawer.
Reasonable equipment reque.
1 I Samuel 8-10 Israel Asks for a King 8 When S.docxoswald1horne84988
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I Samuel 8-10
Israel Asks for a King
8 When Samuel grew old, he appointed his sons as Israel’s leaders.[a]2 The
name of his firstborn was Joel and the name of his second was Abijah, and
they served at Beersheba. 3 But his sons did not follow his ways. They turned
aside after dishonest gain and accepted bribes and perverted justice.
4 So all the elders of Israel gathered together and came to Samuel at
Ramah. 5 They said to him, “You are old, and your sons do not follow your
ways; now appoint a king to lead[b] us, such as all the other nationshave.”
6 But when they said, “Give us a king to lead us,” this displeasedSamuel; so
he prayed to the LORD. 7 And the LORD told him: “Listen to all that the people
are saying to you; it is not you they have rejected, but they have rejected
me as their king. 8 As they have done from the day I brought them up out of
Egypt until this day, forsaking me and serving other gods, so they are doing
to you. 9 Now listen to them; but warn them solemnly and let them
know what the king who will reign over them will claim as his rights.”
10 Samuel told all the words of the LORD to the people who were asking him
for a king. 11 He said, “This is what the king who will reign over you will claim
as his rights: He will take your sons and make them serve with his chariots
and horses, and they will run in front of his chariots. 12 Some he will assign to
be commanders of thousands and commanders of fifties, and others to plow
his ground and reap his harvest, and still others to make weapons of war
and equipment for his chariots. 13 He will take your daughters to be
perfumers and cooks and bakers. 14 He will take the best of your fields and
vineyards and olive groves and give them to his attendants. 15 He will take a
tenth of your grain and of your vintage and give it to his officials and
attendants. 16 Your male and female servants and the best of your cattle[c] and
donkeys he will take for his own use. 17 He will take a tenth of your flocks,
and you yourselves will become his slaves. 18 When that day comes, you will
cry out for relief from the king you have chosen, but the LORD will not
answer you in that day.”
https://www.biblegateway.com/passage/?search=1%20Samuel+8&version=NIV#fen-NIV-7371a
https://www.biblegateway.com/passage/?search=1%20Samuel+8&version=NIV#fen-NIV-7375b
https://www.biblegateway.com/passage/?search=1%20Samuel+8&version=NIV#fen-NIV-7386c
2
19 But the people refused to listen to Samuel. “No!” they said. “We wanta
king over us. 20 Then we will be like all the other nations, with a king to lead
us and to go out before us and fight our battles.”
21 When Samuel heard all that the people said, he repeated it before
the LORD. 22 The LORD answered, “Listen to them and give them a king.”
Then Samuel said to the Israelites, “Everyone go back to your own town.”
Samuel Anoints Saul
9 There was a Benjamite, a man of standing, whose n.
1 Journal Entry #9 What principle did you select .docxoswald1horne84988
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Journal Entry #9
What principle did you select?
I selected principle 1 of part 1, “Don’t criticize, condemn or complain”.
Who did you interact with?
For this assignment I interacted with my younger cousin.
What was the context?
I had visited my Aunty and she and her husband asked me to stay a while as I was on school
break. They accommodated me and I decided in return to help look after my cousin in the period
when he got out of school and before they got back from work. He is 5 years old and can be quite
the handful.
What did you expect?
I expected that an authoritative approach would easily compel him to follow my instructions so
that the transition from school life into home life would be easy.
What happened?
At first, I used commanding language to get him to change out of his uniform or properly store
his back pack and books before stepping out to play. The first day was difficult and the way I
deal with him were not getting through. On the 2nd day, the same was observed. On the 3rd day,
before he could drop his back pack and run out, I offered to make him a sandwich to eat before
he left to play if he would change and clean up. He rushed up stairs and freshened up. On the
next day, he came home and rushed up to change and freshen up all on his own. I had not
initially offered; but I made him a sandwich regardless.
How did it make you feel?
It made me feel good to be able to get through to my cousin. After this, if I ever needed him to
do something in a better way than previously, I would encourage him onto a different way of
accomplishing the same. I would often offer praise after adoption of the new suggested method
was adopted or offered incentive.
2
What did you learn?
I learnt that in criticizing a person’s action, it is difficult to deter their belief in their methods,
values or beliefs. This usually just gives them the will to justify or defend their positions. It is
almost an exercise in futility to attempt to effect change by complaining, condemning or
criticizing.
What surprised you?
I was surprised by how fast the change was effected after the shift in direction I took to approach
my cousin. In not criticizing his way of doing things any longer and employing a different tactic,
I was able to influence his routine as well as build good rapport with him.
Going forward, how can you apply what you learnt?
Going forward I will attempt to understand that everyone has a belief or image of their own that I
should respect. These beliefs, systems and values are crucial to their inherent dignity and to
criticize or attack this will only fuel conflict.
Running head: Physical activity project 1
Physical activity project:
A 7-day analysis and action plans
Student Name
National University
Physical activity project 2
Introduction
Physical activity (PA) has been a major component of public health since the rise of
chronic illnesses .
1
HCA 448 Case 2 for 10/04/2018
Recently, a patient was transferred to a cardiac intensive care unit (CICU) at Methodist Hospital.
Methodist is a 250-bed hospital, which is one of five hospitals in the University Health System.
The patient was a retired 72-year-old man, who recently (i.e., 25 days ago) had a mild heart
attack and was treated and released from a sister hospital, which is in the same system as
Methodist Hospital. An otherwise health individual, Mr. Charlie Johnson (a husband, father of 4,
and grandfather of 12) is in now need or lots of medication and a battery of tests. To the nurses
on shift, it appears that the entire Johnson family is in patient’s room watching the clinical staff
treated Mr. Johnson. The family overhears everything and they want to know what is being done
to (and for) their loved one. In addition, they want to know the meaning behind the various beeps
coming from the many machines attached to Mr. Johnson.
Over the past 10 years, the latest U.S. News and World report has ranked Methodist Hospital as
one of the Best Hospitals for Cardiology & Heart Surgery. However, it is important to note that
over the past few years, the unit has dropped in the rankings.
Katherine Ross RN, the patient care director of the CICU, which has 14 beds, has held this post
for two years. (See Figure) The unit has a $20 million budget. Ms. Ross has worked at Methodist
Hospital for 16 years. She spends 50 percent of her time on patient safety, 25 percent on staffing
and recruitment, and 20 percent with nurses in relation to their satisfaction with the work and
with families relative to their satisfaction with care. Ten percent of Ms. Ross’s time is spent on
administrative duties. According to Ms. Ross, “I like is working with exceptional nurses who are
very smart and do what it takes with limited resources. However, we don’t always feel
empowered, despite the existence of shared governance, a structure I help to coordinate.”
2
Relationship with Nurses on the Unit:
Nurses on the unit work a three day a week, 12 hours a shift. Ms. Ross says, “we did an
employee opinion survey that went to all employees on the unit, 50 people in all, but only 13
responded. Some of them weren’t sure who their supervisor was. The employees aren’t happy
but our patients are happy.” She adds that “my name is on the unit, not the medical director’s. If
anything goes wrong with the unit, they blame it on nursing. Yet I’m brushed off by people
whom I have to deal with outside of the unit. For example, we have a problem with machines
that analyze blood gases. I spoke with the people there about the technology. This was four
weeks ago. It’s a patient safety issue. I sent them e-mails. I need the work to get done, the staff
don’t feel empowered if I’m not empowered. This goes for other departments as well. For
example, respiratory therapy starts using a new ventilator witho.
1
HC2091: Finance for Business
Trimester 2 2018
Group Assignment
Assessment Value: 20%
Due Date: Sunday 23:59 pm, Week 10
Group: 2- 4 students
Length: Min 2500 words
INSTRUCTIONS
Students are required to form a group to study, undertake research, analyse and conduct academic
work within the areas of business finance covered in learning materials Topics 1 to 10 inclusive.
The assignment should examine the main issues, including underlying theories, implement
performance measures used and explain the firm financial performance. Your group is strongly
advised to reference professional websites, journal articles and text books in this assignment (case
study).
Tasks
This assessment task is a written report and analysis of the financial performance of a selected
listed company on the ASX in order to provide financial and investment advice to a wealthy
investor. This assignment requires your group to undertake a comprehensive examination of a
firm’s financial performance based on update financial statements of the chosen companies.
Group Arrangement
This assignment must be completed IN Group. Each group can be from 2 to maximum 4 student
members. Each group will choose 1 company and once the company has been chosen, the other
group cannot choose the same company. First come first served rule applies here, it means you
need to form your group, choose on company from the list of ASX and register them with your
lecturer as soon as possible. Once your lecturer registers your chosen company, it cannot be
chosen by any other group. Your lecturer then will put your group on Black Board to enable you
to interact and discuss on the issues of your group assignment using Black Board environment.
However, face to face meeting, discussion and other methods of communication are needed to
ensure quality of group work. Each group needs to have your own arrangement so that all the
group members will contribute equally in the group work. If not, a Contribution Statement,
which clearly indicated individual contribution (in terms of percentage) of each member, should
be submitted as a separate item in your assignment. Your individual contribution then will be
assessed based on contribution statement to avoid any free riders.
2
Submission
Please make sure that your group member’s name and surname, student ID, subject name, and
code and lecture’s name are written on the cover sheet of the submitted assignment.
When you submit your assignment electronically, please save the file as ‘Group Assignment-
your group name .doc’. You are required to submit the assignment at Group Assignment
Final Submission, which is under Group Assignment and Due Dates on Black Board.
Submitted work should be your original work showing your creativity. Please ensure the self-
check for plagiarism to be done before final submission (plagiarism check is not over 30% .
1 ECE 175 Computer Programming for Engineering Applica.docxoswald1horne84988
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ECE 175: Computer Programming for Engineering Applications
Homework Assignment 6
Due: Tuesday March 12, 2019 by 11.59 pm
Conventions: Name your C programs as hwxpy.c where x corresponds to the homework number and y
corresponds to the problem number. For example, the C program for homework 6, problem 1 should be
named as hw6p1.c.
Write comments to your programs. Programs with no comments will receive PARTIAL credit. For each
program that you turn in, at least the following information should be included at the top of the C file:
- Author and Date created
- Brief description of the program:
- input(s) and output(s)
- brief description or relationship between inputs and outputs
Submission Instructions: Use the designated Dropbox on D2L to submit your homework.
Submit only the .c files.
Problem 1 (15 points) Write a program that returns the minimum value and its location, max
value and its location and average value of an array of integers. Your program should call a
single function that returns that min and its location, max and its location and mean value of
the array. Print the results in the main function (not within the array_func function).
See sample code execution below. The declaration of this function is given below:
void array_func (int *x, int size, int *min_p, int *minloc_p, int *max_p, int *maxloc_p, double *mean_p)
/* x is a pointer to the first array element
size is the array size
min_p is a pointer to a variable min in the main function that holds the minimum
minloc_p is a pointer to a variable minloc in the main function that holds the location where the
minimum is.
max_p is a pointer to a variable max in the main function that holds the maximum
maxloc_p is a pointer to a variable maxloc in the main function that holds the location where the
maximum is.
mean_p is a pointer to a variable mean in the main function that holds the mean */
Declare the following array of integers within the main function:
Sample code execution:
int data_ar[] = { -3, 5, 6, 7, 12, 3, 4, 6, 19, 23, 100, 3, 4, -2, 9, 43, 32, 45,
32, 2, 3, 2, -1, 8 };
int data_ar2[] = { -679,-758,-744,-393,-656,-172,-707,-32,-277,-47,-98,-824,-695,
-318,-951,-35,-439,-382,-766,-796,-187,-490,-446,-647};
int data_ar3[] = {-142, -2, -56, -60, 114, -249, 45, -139, -25, 17, 75, -27, 158,
-48, 33, 67, 9, 89, 33, -78, -180, 186, 218, -274};
2
Problem 2 (20 points): A barcode scanner verifies the 12-digit code scanned by comparing the
code’s last digit to its own computation of the check digit calculated from the first 11 digits as
follows:
1. Calculate the sum of the digits in the odd-numbered indices (the first, third, …, ninth
digits) and multiply this sum by 3.
2. Calculate the sum of the digits in the even-numbered indices (the 0th, second, … tenth
digits).
3. Add the results from step 1 and 2. If the last digit of the addition result is 0, then 0 is the
check digit. .
1 Cinemark Holdings Inc. Simulated ERM Program .docxoswald1horne84988
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Cinemark Holdings Inc.: Simulated ERM Program
Ben Li, Assistant Vice President of Compliance, is assigned the responsibility of developing an ERM
program at Cinemark Holdings Inc. (CHI). Over the past year, Ben has put in place the following ERM
activities:
Risk Identification and Assessment
The risk identification and assessment process steps are as follows:
1) Conduct online surveys of the heads of the 10 business segments and their 1-2 direct reports (15
people) and their mid-level managers (80 people). Exhibit 1 shows the instructions that are
included in the online survey. Exhibit 2 shows samples of the information collected from the
online survey.
2) Each of the 10 business segments separately organizes and compiles the results of the online
survey. They typically compile a robust list of 70-80 potential key risks. Each business segment
then prioritizes their top-5 risks and reports them to Ben Li, resulting in a total of 50 key risks (a
partial sample of the top-50 risk list is shown in Exhibit 3).
3) A consensus meeting is conducted where the 50 risks are shared with the top 10 members of
senior management in an open-group setting at an offsite one-day event. The 50 risks are each
discussed one at a time, after which the facilitator has the group collectively discuss and score
them for likelihood and severity. The risk ranking is calculated as the likelihood score plus the
severity score; the control effectiveness score is used to determine if there is room to improve
the controls and is used in the risk decision making process step. The top-20 risks are identified
as the key risks to CHI and are selected for additional mitigation and advanced to the risk
decision making stage. A Heat Map (see Exhibit 4) is provided to assist in this effort.
4) The 30 risks remaining from the 50 discussed at the consensus meeting are considered the non-
key risks, and these are monitored with key risk indicators to see if, over time, either the
likelihood and/or severity is increasing to the level which would result in one of these being
elevated to a key risk.
Risk Decision Making
Ben Li formed a Risk Committee to look at the risk identification and assessment information and to
define CHI’s risk appetite and risk limits, which were defined as follows:
Risk Appetite
CHI will maintain its overall risk profile in a manner consistent with our mission and vision and with the
expectations of our shareholders.
Risk Limits
CHI will also avoid any individual risk exposures deemed excessive by its Risk Committee; the individual
risk exposures will be determined separately for each key risk. CHI has zero tolerance for risks related to
internal fraud or violations of the employee code of conduct.
2
Ben Li expanded the role of the Risk Committee to also select and implement the risk mitigation for each
of the 20 key risks, at the same time as the committee determines the risk limits. .
1 Figure 1 Picture of Richard Selzer Richard Selz.docxoswald1horne84988
This essay summarizes and analyzes Richard Selzer's personal account of witnessing an abortion for the first time as a doctor. The essay describes Selzer's observations of the abortion procedure and his reaction to seeing the fetus struggle against the needle, which he found unexpectedly disturbing. The essay provides context about Selzer's background and qualifications and sets up his first-hand experience witnessing the abortion as the focus of the piece.
1 Films on Africa 1. A star () next to a film i.docxoswald1horne84988
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Films on Africa
1. A star (*) next to a film indicates that portions of that film might be shown in class in the course of
the semester.
2. All films are in DVD format, unless indicated otherwise.
3. Available: at the Madden and Fresno County Public Libraries, via Netflix, Blackboard or on-line.
4. For the on-line films, you can click on the link and this will lead you directly to the film.
5. Please be advised that a few films have the following notice: Warning: Contains scenes which some
viewers may find disturbing. You decide whether you want to watch them or not.
6. Some films are available on-line via VOD.
7. Let your instructor know if a link is no longer working.
The Africans (9 VHS films – each 60 min or 5 DVDs – each 120 min): Co-
production of WETA-TV and BBC-TV. Presented by Ali A. Mazrui. 1986.
Available at Madden Media & Fresno Public Libraries
Vol. 1 – The Nature of a continent*
Summary: Examines Africa as the birthplace of humankind and discusses
the impact of geography on African history, including the role of the Nile
in the origin of civilization and the introduction of Islam to Africa through its Arabic borders.
Vol. 2 – A Legacy of lifestyles*
Summary: This program explores how African contemporary lifestyles are influenced by
indigenous, Islamic and Western factors. It compares simple African societies with those that
are more complex and centralized, and examines the importance of family life.
Vol. 3 – New gods
Summary: This program examines the factors that influence religion in Africa, paying particular
attention to how traditional religions, Islam, and Christianity co-exist and influence each other.
Vol. 4 – Tools of exploitation
Summary: The impact of the West on Africa and the impact of Africa on the development of the
West are contrasted with an emphasis on the manner in which Africa's human and natural
resources have been exploited before, during, and after the colonial period.
Vol. 5 – New conflicts
Summary: Explores the tensions inherent in the juxtaposition of 3 African heritages, looking at
the ways in which these conflicts have contributed to the rise of the nationalist movement, the
warrior tradition of indigenous Africa, the jihad tradition of Islam, and modern guerilla warfare.
Vol. 6 – In search of stability
Summary: Gives an overview of the several means of governing in Africa. Examines new social
orders to illustrate an Africa in search of a viable form of government in the post-independence
period.
1.
2
Vol. 7 – A Garden of Eden in decay?
Summary: Identifies the problems of a continent that produces what it does not consume and
consumes what it does not produce. Shows Africa's struggle between economic dependence
and decay.
Vol. 8 – A Clash of cultures*
Summary: Discusses the conflicts and compromises which emerge from the coexistence of
many African traditions and modern life. Explores the question of whet.
1 Contemporary Approaches in Management of Risk in .docxoswald1horne84988
1
Contemporary Approaches in Management of Risk in Engineering Organizations
Assignment-1
Literature review
Student name: Hari Kiran Penumudi
student id: 217473484
Table of Contents
2
INTRODUCTION………………………………………………………………………3-4
OBJECTIVES & DELIVERABLES…………………………………………………....4
REVIEW OF LITERATURE…………………………………………………………....5-13
Risk and Risk Management………………………………………………………5-6
Risk Management Frameworks……………………………………………….....6-10
Importance of Risk Management in Engineering………………………….........10-13
GENERAL PROBLEM STATEMENT…………………………………………………13-14
RESEARH STRATEGY…………………………………………………………………14-15
RESOURCES REQUIREMENTS……………………………………………………….16
PROJECT PLANNING…………………………………………………………………..16
REFERNCES…………………………………………………………………………….17-19
Contemporary Approaches in Management of Risk in Engineering Organizations
3
Introduction
The term, ‘risk’ as defined by the Oxford English dictionary is a possibility to meet with any
kind of danger or suffer harm. Risk is a serious issue that every organization has to deal with in
their everyday operations. However, nature and magnitude of risks largely vary from
organization to organization and often depend on the type of the organization. Therefore,
organizations irrespective of their type of operations keep a risk management team that looks
after every risk to which an organization is vulnerable. Organizations in the field of engineering
also have to come across some inherent risks that negatively impact their operations. Engineering
may be defined as the process of applying science to practical purposes of designing structures,
systems, machines and similar things. Therefore, like every other organization, risk assessment
and management is also an integral part of engineering organizations. Since the task of
engineering is mostly complex, the risks in this area are also very complicated. If risks in
engineering field are not mitigated effectively it may produce long-term danger that may affect
both the organizational services and the society in whole. Hence, the activity of risk management
within engineering organizations must be undertaken seriously and measured thoroughly in order
to reduce the threat of risks. Amyotte et al., (2006) simply puts it like within the engineering
practice, an inbuilt risk is always present. Studies have found that despite the knowledge of
inherent risks within the field and activity of engineering, organizations are not very aware in
imparting knowledge about risk management to their engineers. From this the need of education
regarding the risk management approaches arises. Therefore, this paper tries to find out
approaches to management of risks and importance of these approaches within the area of
engineering. Bringing on the contemporary evidence from the literature review related to risk
management approaches, the paper examines how those approaches can be helpful for
4 .
1
Assignment front Sheet
Qualification Unit number and title
Pearson BTEC Levels 4 and 5 Higher
Nationals in Health and Social Care (RQF)
HNHS 17: Effective Reporting and Record-keeping in
Health and Social Care Services
Student name Assessor name Internal Verifier
B. Maher F. Khan
Date issued: Final Submission:
12/10/2018 18/01/2019
Assignment title
Effective Reporting and Record-keeping in Health and Social
Care services
Submission Format
This work will be submitted in 2 different formats:
Assessment 1 should be submitted as a word-processed report document in a standard report
style, which requires the use of headings, titles and appropriate captions. You may also choose
to include pictures, graphs and charts where relevant to support your work. The recommended
word count for this assignment is 1500–2000 words, though you will not be penalised for
exceeding this total.
Assessment 2 requires the submission of evidence from a mock training event on record-
keeping. This will include a set of materials used in the event, to include an electronic
presentation, evidence of your own record-keeping across a range of types of records, as well as
where you will demonstrate you have evaluated the effectiveness of your own completion of
relevant records. The recommended word count for the presentation is 1000–1500 words
(including speaker notes), though you will not be penalised for exceeding this total.
For both assessments, any material that is derived from other sources must be suitably
referenced using a standard form of citation. Provide a bibliography using the Harvard
referencing system.
Unit Learning Outcomes
LO1 Describe the legal and regulatory aspects of reporting and record keeping in a care setting
LO2 Explore the internal and external recording requirements in a care setting
Assignment Brief and Guidance
2
Purpose of this assignment:
The purpose of the assignment is to assess the learner firstly in relation to both the legal and
regulatory aspects of reporting and record keeping in a care setting through producing an internal
evaluative review of record keeping in their own care setting. Secondly, the learner will be
assessed on the internal and external recording requirements in a care setting. Thirdly, the learner
will be assessed on Review the use of technology in reporting and recording service user care in a
care setting and fourthly the learner will demonstrate how to keep and maintain records in own care
setting in line with national and local policies.
Breakdown of assignment:
Assignment:
You need to produce one written piece of work of 2,500 words (+/- 10%) covering all the
assessment criterion in LO1-LO4 as one document.
Unit Learning Outcomes
LO1 Describe the legal and regulatory aspects of reporting and record keeping in a care
setting
LO2 Explore the internal and external recording.
1 BBS300 Empirical Research Methods for Business .docxoswald1horne84988
1
BBS300 Empirical Research Methods for Business
TSA, 2018
Assignment 1
Due: Sunday, 7 October 2018,
23:55 PM
This assignment covers material from Sessions 1-4 and is worth 20% of your total mark
of BBS300. Your solutions should be properly presented, and it is important that you
double-check your spelling and grammar and thoroughly proofread your assignment
before submitting. Instructions for assignment submission are presented in
the “Assignment 1” link and must be strictly adhered to. No marks will be
awarded to assignments that are submitted after the due date and time.
All analyses must be carried out using SPSS, and no marks will be awarded
for assignment questions where SPSS output supporting your answer is not
provided in your Microsoft Word file submitted for the Assignment.
Questions
In this assignment, we will examine the “Real Estate Market” dataset (described at the
end of the assignment ) and “Employee Satisfaction” dataset. Before beginning the
assignment, read through the descriptions of these dataset and their variables carefully.
The “Real Estate Market” dataset can be found in the file “realestatemarket.sav,” and
the “Employee Satisfaction” dataset can be found in the file “employeesatisfaction.sav.”
You will need to carefully inspect both SPSS data files to be sure that the
specification of variable types is correct and, where appropriate, value
labels are entered.
1. (12 marks)
2
Use appropriate graphical displays and measures of centrality and dispersion
to summarise the following four variables in the “Real Estate Market” dataset. For
graphical displays for numeric data, be sure to comment on not only the shape of
the distribution but also compliance with a normal distribution. Be sure to
include relevant SPSS output (graphs, tables) to support your answers.
(a) Price.
(b) Lot Size.
(c) Material.
(d) Condition.
2. (8 marks)
Again consider the variable Price, which records the property price (in AUD). It
is of interest to know if this is associated with the distance of the property is
located to the train station. It i s al so of i nter e st t o kn o w if th e p rop ert y
pri ce s are a sso ciate d with di st an ce to t h e ne ar e st b u s sto p. Carry out
appropriate statistical techniques to assess whether there is a significant
association between the property price and distance to the nearest train (To train)
station and the nearest bus stop (To bus). Be sure to thoroughly assess the
assumptions of your particular analysis, and be sure to include relevant SPSS
output (graphs, tables) to support your answers.
3. (7 marks)
Consider the “Employee Satisfaction” dataset, which asked participants to provide their
level of regularity to a series of thirteen statements. Conduct an appropriate analysis
to assess the reliability of responses to these statements. If the reliability will
increa.
1 ASSIGNMENT 7 C – MERGING DATA FILES IN STATA Do.docxoswald1horne84988
1
ASSIGNMENT 7 C – MERGING DATA FILES IN STATA
Download the world development data covering the years 2000-2016 from the website
“http://databank.worldbank.org/data/reports.aspx?source=World-Governance-Indicators” for the
following upper-middle-income countries.
Countries of Interest:
Albania Ecuador Montenegro
Algeria Equatorial Guinea Namibia
American Samoa Fiji Nauru
Argentina Gabon Panama
Azerbaijan Grenada Paraguay
Belarus Guyana Peru
Belize Iran, Islamic Rep. Romania
Bosnia and Herzegovina Iraq Russian Federation
Botswana Jamaica Samoa
Brazil Kazakhstan Serbia
Bulgaria Lebanon South Africa
China Libya St. Lucia
Colombia Macedonia, FYR St. Vincent and the Grenadines
Costa Rica Malaysia Suriname
Croatia Maldives Thailand
Cuba Marshall Islands Tonga
Dominica Mauritius Turkey
Dominican Republic Mexico Turkmenistan
Tuvalu
Venezuela, RB
Variables of Interest
Control of Corruption: Estimate
Government Effectiveness: Estimate
Political Stability and Absence of Violence/Terrorism:
Estimate
Regulatory Quality: Estimate
Rule of Law: Estimate
Voice and Accountability: Estimate
2
STEP 1 - Download the data from the World-Governance-Indicators database as shown below
STEP 2 - Check the variables of interest
3
Please make sure you are checking the variables with “Estimates”.
TO VIEW THE DEFINITIONS OF THE VARIABLES
4
Step 3 – Select countries of interest
5
Step 4 – Click on “Time” and select the “year range” you are interested in (2000-2016)
6
Step 5 – Click on the “Layout” as shown below
Change the time layout to “Row,” series to “Column” and Country to “Row.”
Next, click on the “apply changes.”
Step 6 – Click on the “Download option” and select “Excel” as shown below
7
STEP 7: Using Excel, Replace the Missing Values With “.” (See previous assignments)
STEP 8: SAVE THE EXCEL DATA FILE ON YOUR COMPUTER PREFERABLY IN A
FOLDER
STEP 9: IMPORT YOUR DATA INTO STATA AND NAME YOUR DATA SET
“WORLD_GOVERNANCE_INDICATORS.” (See previous assignments for steps)
8
STEP 10; RENAME THE VARIABLES AS SHOWN BELOW (See previous assignments for
steps)
Using stata, merge the data set from “ASSIGNMENT 3B” with this dataset
VERY IMPORTANT Note: Merging two datasets requires that both have at least one variable in
common (either string or numeric).
This statement requires that the variable name for “Time” and “Country” should be the same in the two
data set
MERGING THE DATASET FROM “ASSIGNMENT 3” WITH THE DATA FROM THE
WORLD GOVERNANCE INDICATORS
Merging data files in stata
https://www.youtube.com/watch?v=EV-5PztbHs0
https://www.youtube.com/watch?v=Uh7C0mlhB3g&t=54s
https://www.youtube.com/watch?v=2etG_34ODoc
I will strongly encourage you to watch these videos before merging
I will also strongly recommend you read the notes in the link below before you star.
1 Assessment details for ALL students Assessment item.docxoswald1horne84988
1
Assessment details for ALL students
Assessment item 3 - Individual submission
Due date: Week 12 Monday (1 Oct 2018) 11:55 pm AEST
Weighting:
Length:
50% (or 50 marks)
There is no word limit for this report
Objectives
This assessment item relates to the unit learning outcomes as stated in the unit profile.
Enabling objectives
1. Analyse a case study and identify issues associated with the business;
2. Develop and deploy the application in IBM Bluemix;
3. Evaluate existing and new functionalities to address business problems;
4. Prepare a document to report your activities using text and multimedia (for example screenshots, videos).
General Information
The purpose of this assignment is to create a cloud based simulating environment which will help to
identify/understand the problem stated in the given case study using analysis tools available in IBM
Bluemix. In assignment three, you are working individually. By doing this assignment, you will
learn to use skills and knowledge of emerging technologies like cloud computing, IoT, to simulate a
business scenario to capture operational data and share with a visualization tool. You will acquire a
good understanding of smart application design in a cloud environment for efficient application
configuration and deployment.
What do you need to do?
The assignment requires you to do the following -
• Download the ‘Starter_Code_For_Assignment_Three.rar’ given in week 8 to
configure, and deploy a cloud based smart/IoT (Internet of Things) application to
simulate the business case.
• Choose a case study out of given two below and analyse the case study to
understand the business problem and design a solution for those problems.
• Deploy the starter source code in your Bluemix account and modify it to address
all required milestones mentioned in your chosen case study.
• Finally prepare a report according to given format and specifications below and
submit it in Moodle.
2
Report format and specifications -
You are required to submit a written report in a single Microsoft Word (.doc or .docx)
document. There is no word limit but any unnecessary information included in the report
may result in reduced marks.
The report must contain the following content (feel free to define your own sections,
as long as you include all the required content):
o Cover page/title page and Table of contents
o URL of the app and login details of the IBM Bluemix account
o Introduction
o Case study analysis which will report –
o Business problems you have identified in the case study
o Possible solutions for each and how do these solutions address the
business problems?
o What are the solutions you implemented in the application?
o The step by step process you have followed to configure and deploy the smart app
for business case simulation. You may choose to use screenshots and notes to
enrich your report but you must have a video of the pr.
1
CDU APA 6th
Referencing Style Guide
(February 2019 version)
2
Contents
APA Fundamentals .......................................................................................... 3
Reference List ................................................................................................... 3
Citing in the text ............................................................................................... 5
Paraphrase ................................................................................................... 5
Direct quotes................................................................................................. 5
Secondary source .......................................................................................... 6
Personal communications............................................................................. 6
Examples .......................................................................................................... 7
Book .............................................................................................................. 7
eBook ............................................................................................................ 7
Journal article with doi ................................................................................ 7
Journal article without doi ........................................................................... 7
Web page ...................................................................................................... 7
Books - print and online ................................................................................... 8
Single author ................................................................................................ 8
eBook/electronic book ................................................................................ 11
Journal articles, Conference papers and Newspaper articles ........................ 13
Multimedia ..................................................................................................... 16
YouTube or Streaming video ..................................................................... 16
Online images ................................................................................................. 17
Web sources and online documents ................................................................ 20
Web page .................................................................................................... 20
Document from a website ........................................................................... 21
Legislation and cases ...................................................................................... 23
Common abbreviations .................................................................................. 24
Appendix 1: How to write an APA reference when information is missing .. 25
Appendix 2: Author layout.
1
BIOL 102: Lab 9
Simulated ABO and Rh Blood Typing
Objectives:
After completing this laboratory assignment, students will be able to:
• explain the biology of blood typing systems ABO and Rh
• explain the genetics of blood types
• determine the blood types of several patients
Introduction:
Before Karl Landsteiner discovered the ABO human blood groups in 1901, it was thought that all blood was the
same. This misunderstanding led to fatal blood transfusions. Later, in 1940, Landsteiner was part of a team
who discovered another blood group, the Rh blood group system. There are many blood group systems known
today, but the ABO and the Rh blood groups are the most important ones used for blood transfusions. The
designation Rh is derived from the Rhesus monkey in which the existence of the Rh blood group was
discovered.
Although all blood is made of the same basic elements, not all blood is alike. In fact, there are eight different
common blood types, which are determined by the presence or absence of certain antigens – substances that
can trigger an immune response if they are foreign to the body – on the surface of the red blood cells (RBCs
also known as erythrocytes).
ABO System:
The antigens on RBCs are agglutinating antigens or agglutinogens. They have been designated as A and B.
Antibodies against antigens A and B begin to build up in the blood plasma shortly after birth. A person
normally produces antibodies (agglutinins) against those antigens that are not present on his/her erythrocytes
but does not produce antibodies against those antigens that are present on his/her erythrocytes.
• A person who is blood type A will have A antigens on the surface of her/his RBCs and will have
antibodies against B antigens (anti-B antibodies). See picture below.
• A person with blood type B will have B antigens on the surface of her/his RBCs and will have antibodies
against antigen A (anti-A antibodies).
• A person with blood type O will have neither A nor B antigens on the surface of her/his RBCs and has
BOTH anti-A and anti-B antibodies.
• A person with blood type AB will have both A and B antigens on the surface of her/his RBCs and has
neither anti-A nor anti-B antibodies.
The individual’s blood type is based on the antigens (not the antibodies) he/she has. The four blood groups
are known as types A, B, AB, and O. Blood type O, characterized by an absence of A and B agglutinogens, is
the most common in the United States (45% of the population). Type A is the next in frequency, found in 39%
of the population. The incidences of types B and AB are 12% and 4%, respectively.
2
Table 1: The ABO System
Blood
Type
Antigens on
RBCs
Antibodies
in the Blood
Can GIVE Blood
to Groups:
Can RECEIVE
Blood from Groups:
A A Anti-B A, AB O, A
B B Anti-A B, AB O, B
AB A and B
Neither anti-A
nor anti-B
AB O, A, B, AB
O
Neither A nor
B
Both anti-A.
1
Business Intelligence Case
Project Background
Mell Industries is a national manufacturing firm that specializes in textiles based out of
Chicago. Starting out as a small factory in Warrenville, Illinois, the firm experienced a period of steady
growth over the past twenty-four years. Steadily opening new warehouses and factories in the
surrounding areas in Michigan and Indianapolis until eventually moving their base of operations to
Chicago. Due to this expansion, Mell Industries is at the height of its production and hopes to avoid any
interferences or deceleration of growth.
In recent years, the firm has been under heavy media scrutiny for supposedly compensating its
female staff unfairly lower compared to male counterparts. This was initiated when a disgruntled
employee leaked the company payroll allegedly showcasing an unjust gap of income between the
female employee and her male counterpart. This type of gender pay gap is highly criticized and as a
precaution, Mell Industries has hired Cal Poly Pomona to conduct research to determine the validity of
these claims. Mell Industries has provided Cal Poly Pomona with a data set of a sample population of
747 employees. Mell Industries has also offered Cal Poly Pomona compensation for any promising
information gathered. Mell Industries may use information gathered from this project in future
employee compensation decisions.
The initial dataset has been given to you in the form of an excel spreadsheet titled
Case_dataset.xlsx consisting of 12 columns labeled:
● Column A - Employee ID
● Column B - Gender
● Column C - Date of Birth
● Column D - Date of Hire
● Column E - Termination Date
● Column F - Occupation
● Column G - Salary
● Column H to L - Employee Evaluation Metrics
In addition, Mell Industries provided the latest annual employee performance review evaluation
results rating each employee in various performance categories. They have turned over this information
separately and as a consultant, it is your task to provide Mell Industries with the most accurate and
relevant information in a digestible form. Furthermore, using excel skills learned during the course, you
will manipulate and analyze the data set in order to make appropriate managerial decisions. You will
utilize excel functions highlighted in this project as well as a pivot table and chart to form a decision
support system in order to answer the critical thinking questions.
Project Objective
The purpose of this project is to perform a methodical data analysis to assist the company make
an informed decision. This could also serve as a basis for implementing critical adjustments to certain
business aspects if necessary. Illustrate the business process by condensing a large set of data, to
present relevant information with data visualization. We will be utilizing Microsoft Excel 2016 to
complete this project.
2
TA.
How to Build a Module in Odoo 17 Using the Scaffold MethodCeline George
Odoo provides an option for creating a module by using a single line command. By using this command the user can make a whole structure of a module. It is very easy for a beginner to make a module. There is no need to make each file manually. This slide will show how to create a module using the scaffold method.
This presentation was provided by Steph Pollock of The American Psychological Association’s Journals Program, and Damita Snow, of The American Society of Civil Engineers (ASCE), for the initial session of NISO's 2024 Training Series "DEIA in the Scholarly Landscape." Session One: 'Setting Expectations: a DEIA Primer,' was held June 6, 2024.
Executive Directors Chat Leveraging AI for Diversity, Equity, and InclusionTechSoup
Let’s explore the intersection of technology and equity in the final session of our DEI series. Discover how AI tools, like ChatGPT, can be used to support and enhance your nonprofit's DEI initiatives. Participants will gain insights into practical AI applications and get tips for leveraging technology to advance their DEI goals.
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it describes the bony anatomy including the femoral head , acetabulum, labrum . also discusses the capsule , ligaments . muscle that act on the hip joint and the range of motion are outlined. factors affecting hip joint stability and weight transmission through the joint are summarized.
How to Add Chatter in the odoo 17 ERP ModuleCeline George
In Odoo, the chatter is like a chat tool that helps you work together on records. You can leave notes and track things, making it easier to talk with your team and partners. Inside chatter, all communication history, activity, and changes will be displayed.
Exploiting Artificial Intelligence for Empowering Researchers and Faculty, In...Dr. Vinod Kumar Kanvaria
Exploiting Artificial Intelligence for Empowering Researchers and Faculty,
International FDP on Fundamentals of Research in Social Sciences
at Integral University, Lucknow, 06.06.2024
By Dr. Vinod Kumar Kanvaria
Walmart Business+ and Spark Good for Nonprofits.pdfTechSoup
"Learn about all the ways Walmart supports nonprofit organizations.
You will hear from Liz Willett, the Head of Nonprofits, and hear about what Walmart is doing to help nonprofits, including Walmart Business and Spark Good. Walmart Business+ is a new offer for nonprofits that offers discounts and also streamlines nonprofits order and expense tracking, saving time and money.
The webinar may also give some examples on how nonprofits can best leverage Walmart Business+.
The event will cover the following::
Walmart Business + (https://business.walmart.com/plus) is a new shopping experience for nonprofits, schools, and local business customers that connects an exclusive online shopping experience to stores. Benefits include free delivery and shipping, a 'Spend Analytics” feature, special discounts, deals and tax-exempt shopping.
Special TechSoup offer for a free 180 days membership, and up to $150 in discounts on eligible orders.
Spark Good (walmart.com/sparkgood) is a charitable platform that enables nonprofits to receive donations directly from customers and associates.
Answers about how you can do more with Walmart!"
Walmart Business+ and Spark Good for Nonprofits.pdf
1 MemorandumDATE0952018 FROM USAIDMali Executive .docx
1. 1
Memorandum
DATE:
09/
5/2018
FROM:
USAID/Mali Executive Office
SUBJECT:
Vacant Position
advertisement
: USAID
/Mali Human Resources Specialist
REF No.:
HR
-EXO-
004-
2018
-HRS
TO:
All Malian Citizens and Local Residents
with valid work permit
at the time of
application
.
OPEN
PERIOD
:
09/
5/2018
to
10/
03/2018 -
5:00 p.m. (
Bamako time)
2. GRADE LEVEL
:
(
NUMBER OF POSITION:
One (1) Vacancy
PLACE OF PERFORMANCE:
Bamako, Mali
PERIOD OF PERFORMANCE:
Em
ployment under this contract
is of a continuing nature.
Its
duration is expected to be part of a series of sequential
contracts based on performance, availability
of funds and the need for services.
SECURITY LEVEL REQUIRED:
Public Trust
STATEMENT OF DUTI
ES:
The U.S. Agency for Interna
tional Development is seeking a FSNPSC
Human Resources
Specialist
to support USAID/Mali Mission.
Basic Function of Position
The USAID/Mali Mission consists of 84 foreign national and 31
American and third country emplo
yees.
The Human Resources (HR) Specialist is responsible for
planning, designing, developing, coordinating,
and implementing a full range of American and Foreign
National personnel services to support the
USAID Mali programs in a fair and equitable manner.
The Specialist will implement, direct, and perform
the functions of a full service HR Unit to provide direct service
to the multiple categories of USAID/Mali
3. Mission employees.
Services provided include: personal services contracting,
position classific
ation,
recruitment, workforce planning, and U.S. Direct Hire
assignment coordination, as well as oversight of
Mission systems for evaluation, counseling, and liaison. The HR
Specialist is the Mission’s principal
advisor
on personnel policies and issues. T
he Specialist serves as the primary Mission point of contact
with the Embassy HR Office on matters pertaining to post-
specific regulations and guidelines affecting
American, host
-country, and third-
country employees. The Specialist administers the Mission
awards
and training programs, and ensures Mission compliance with all
legal, regulatory, procedural, and policy
requirements governing personnel management activities in
Mali. T
he Specialist advises on provisions
of the Malian Labor Code, prevailing host
-government personnel practices, and as the Liaison Person
between the Mission and the Inspection of Labor regarding
personnel issues. The Specialist reports
directly to the Supervisory Executive Officer (EXO) or Acting
EXO, and supervises two HR Assistants.
2
Major Duties and Responsibilities
a. Foreign National Personnel Program
- 25%
The Specialist collaborates with the Embassy and
USAID/Washington on development and imple
mentation of
personnel policies and procedures for local personnel, including
4. the FSN Handbook and the Local
Compensation Plan; develops recruitment sources for new or
newly vacated positions for permanent and short
-
term employment; oversees interviewing, testing, and selection
for applicants, including salary negotiations and
employment briefings; provides guidance to Team Leaders
and/or Project Managers on the recruitment process
for local and offshore
-hire positions; and ensures an Action Memorandum to j
ustify need is in place, in some
cases prepares the justification for the concerned office for
Mission Director approval. The Specialist r
eviews
position descriptions, and provides technical guidance and
assistance to employees and supervisors on position
evaluation matters; works with the HRSU for MClass position
classification review, as needed; assists in
planning of career development for local personnel, including
counseling, identification of training
opportunities, development of Mission-
specific tr
aining programs, and transition assistance; and, issues
personnel actions and maintains permanent personnel records.
b. American Personnel Program
– 15%
The Specialist interprets regulations and keeps employees
informed of matters affecting assignment,
performance evaluation, leave policies, health benefits, and
insurance allowances; manages the Mission
annual evaluation process, participating in the organization and
support of Mission Appraisal Committees;
administers the annual position validation proce
ss, ensuring timely submission of data to
USAID/Washington; assists newly assigned personnel, both
before and after arrival, advising on employee
5. services such as schooling options, post protocol, and
employment possibilities for dependents; manages
the ch
eck
-in process for new arrivals, as well as the check
-out procedures for employees departing on
R&R, home leave, and transfer; coordinates with the Embassy
on matters relating to notifications of arrival
and departure; and, manages the USAID summer hire an
d summer intern programs.
c. Personnel Services Contracting Management – 15%
The Specialist m
anages the Mission employment program for US Personal
Services Contractors
(USPSC’s), both long and short term, local hire and off
-shore, OE and project funded.
The Specialist
reviews and provides clearance on documents related PSCs;
prepares contracts and contract renewals for
USPSC and FSNPSC employees within contracting authority,
and ensure
s all contracts reflect changes
in policy reflected in the
Federal Acq
uisition
Regulations (FAR), US
AID
Acquisition Regulations
(AIDAR), the Foreign Affairs Manual (
FAM
), and the
Foreign Service National Employees' Handbook. The
Specialist n
egotiates salaries for new recruits, and calculates budgets
(biweekly salary, transp
ortation, seniority
6. bonus,
etc.); conducts final salary negotiations when hiring US
Personal Service Contract employees;
determines benefits, clauses,
and general provisions to be included in contracts; c
oordinates with the Office of
Financial
Management (
OFM) regarding obligation of funds; obtains signatures of the
Contracting Officer
and the employee; coordinates the distribution of signed
contracts; and, a
mends
contracts when expired, or in
case if an increase, resignation, termination, or any other incr
ease or decrease that affects employee salary.
d. Additional Administrative Actions – 10%
The Specialist, through the HR Unit, prepares JF62s and SF 30s
for actions including contract modifications
and personnel actions regarding resignation, retirement,
separations, within grade increase, salary advance,
allotment of pay, maternity leave, promotion, position
reclassification, and disciplinary actions for FSNPSC
employees in the Mission; coordinates activities related to
Medical coverage; and, serves as contact and referral
for management of the Medicine provision to FSNPSCs, as well
as for the provision of local/private clinics for
Mission FSN for family health coverage. The Specialist reviews
and up
-dates the Mission Staffing Pattern Web
-
Pass and Access Data Base; assures new positions are added,
and resigned employees are replaced/transferred
or deleted; coordinates with INPS for FSN personnel family
allowances payment, and ensures USDH
3
7. employees register their local
-hire household staff; manages the ret
irement process, in coordination with INPS
and OFM; advises local employees of accident coverage
performed by INPS; and, completes work
-injury forms
(Declaration d’Accident du Travail), upon gathering
information about the circumstances of accidents and
introduces the paperwork to INPS within the required 72 hours.
e. Training Program –
10 %
The Specialist administers the Mission training program;
provides advice and support to the Mission
Training Committee in the identification of training needs,
alloca
tion of training funds, development of
mission and regional training opportunities, and nominations to
USAID leadership courses; monitors
Mission utilization of training resources, to ensure compliance
with pertinent regulations and guidelines;
oversees pr
ovision of logistical support to Mission and regional training
programs; and, administers
Mission language programs, including identifying employee
needs, scheduling classes, tracking
participation, and coordinating the administration of purchase
orders for training companies.
f. CCN Evaluation Program – 10 %
The Specialist provides guidance to Supervisors, and is
responsible for following up on FSNPSC/TCNPSC
Personnel Evaluations with the designated Mission Review
Committee (MRC); maintains personnel dat
a
current on when evaluations and annual within grade increases
are due; follows through with employees and
supervisors to ensure that evaluations are submitted on due
8. dates, and that narratives are consistent; and,
informs supervisors of the need for an e
valuation to permit a step increase, promotion, extension of
contract,
and/or disciplinary action in accordance with the terms of the
contract.
g. Annual Workforce Planning & Awards Administration – 15 %
The Specialist formulates and develops the HR component of
the Annual Report (Mission budget request), and
tracks personnel assignments and re-
assignments across offices, and regularly consults with Office
Chiefs and
the Front Office to obtain most current estimates of planned and
actual staff requirement
s, and factors these
plans into the Annual Report.
The Specialist monitors the USAID/Mali Mission Awards
Program by collecting nominations from Office
Team Leaders and Office Core Chiefs; advises Team Leaders
and Office Chiefs on Mission Joint Award
proce
dures, as well as “On the Spot Award” regulations; provides
guidance on the use of the JF66 and OSA
award forms upon request; collects nominations and prepares
certificates by including award citations before
sending it to State HRO for coordination prior to the Embassy
Awards ceremony; and, coordinates with the
HRO on Awards ceremony preparation by making ready all
framed certificates, and assuring that cables are sent
out to payroll for payment.
PHYSICAL DEMANDS
AND TRAVEL
:
The work does not involve undue physical demands.
POINT OF CONTACT:
HR
9. Email:
[email protected]
QUALIFICATIONS REQUIRED FOR THIS POSITION:
1.
Education
( 10 points):
.....................................................
....................
2.
Prior Work Experi
ence
(25 points):
.........................................
..................
3.
Language Proficiency (
15 points):
............................................
.................
4.
Knowledge
( 25 points):
...........................................................
.............
5.
Skills and Abilities
( 25 points
):
...........................................................
..
Maximum Evaluati
on Score:
100 points
4
SELECTION FACTORS:
To be considered for this position, applicants must meet the
10. minimum qualifications noted herein
.
For applicants meeting the minimum qualifications, further
consideration and selection will be based
on panel assess
ment of the selection factors listed below.
Applicants are required to address each of the selection criteria
on a separate sheet describing
specifically and accurately what experience, training, education,
and/or awards or recognition they
have received
relevant to each criteria described below, and any related
considerations.
To be considered for this position, applicants must meet the
minimum qualifications.
1.
All Malian Citizens and Local Residents with a valid work
permit at the time o
f appli
cation.
2.
A minimum of Bachelor
’s degree in Human Resources Management, Public
Administration,
Business Administration, or a related area of the Social
Sciences
is required
. A graduate degree
in one of these fields is desired
.
3.
A minimum of five (5) years pr
ogressively responsible, semi
-professional experience in Human
Resource Management, or closely related work that included
equivalent experience, is required.
11. One year of this experience should have been within USAID,
another USG Agency, other donor
agency
, host
-government organizations, or private sector institutions –
preferably in an English
-
language and multi
-ethnic work environment.
4.
Level 4 English and French language proficiency (fluent oral,
reading, and writing) is required.
Fluency in at least one
local language is required.
5.
The Specialist
must have a working knowledge of host
-government guidelines concerning
terms and conditions of employment of local personnel, and
registration of American personnel;
and, the Specialist must have knowledge of sta
tutes and regulations as they deal with HR and
administrative services, including those directed by the Malian
Labor Code and government
structures (Retirement Scheme Office; Social Security Office,
Medical Coverage Institution, and
Labor Office).
6.
The Spe
cialist
must have good customer service skills and the ability to
supervise a small unit.
Good managerial, analytical, and interpersonal skills are
required. The ability to analyze and
interpret complex policies, to articulate these policies and their
ap
12. plication to Mission operations,
and to put into effective practice USAID regulations and
directions is essential.
Management may consider the following when de
termining successful candidacy: nepotism,
conflicts of interest, budget, and residency status.
Current employees serving a probationary pe
riod are not eligible to apply. Current employees with
an Overall Summary Rating of Needs Improvement or
Unsatisfactory on their most recent Employee
Performance Report are not eligible to apply.
HOW THE SELECTI
ON WILL BE MADE:
The successful candidate will be selected based upon:
1.
Preliminary review of the applicants submitted package to
establish that minimum requirements
are met.
2.
Tests:
Candidates may be tested on English writing skills, Microsoft
Office proficiency
, or any
technical skills test that might be deemed appropriate may be
required.
3.
Interviews.
5
4.
Reference checks.
USAID/Mali Human Resources Section will perform the
preliminary review (Step 1) to eliminate
those applications that do NOT
meet the minimum requirements. The TEC will review each of
the
applications which meet the minimum qualifications against the
13. established evaluation criteria to
develop a shortlist of applicants t
o be tested and/or interviewed. Applicants will be contacted
(Step
2) for
testing and interviews. Based on the results of the tests,
however, an applicant otherwise
identified for interview could be removed from the interview
list. Following the interviews (Step 3)
during which the applicant will be evaluated against the establ
ished criteria, the TEC will make a
preliminary determination of candidates to be considered for
employment and forward tha
t list to
HR.
HR will conduct reference checks (Step 4&5) prior to advising
the TEC and CO of the results of
these checks. References
may be solicited from current as well as former supervisors in
addition to
the references you provide in your application package.
TO APPLY:
Qualified
candidates for this position should submit the following
documents
to be considered.
Failure to do so may result in a determination that the
application is not qualified
. Only shortlisted
Applicants will be contacted.
1.
Resume
or
curriculum vitae
(CV) relevant to the subject position;
2.
14. Cover letter
of not more than three (3) pages describing how the incumbent’s
skills and
experience fit the requirements of the subject
position.
3.
Applicants are required to provide three (3) to five (5)
professional references
with complete
contact information including email address and telephone
numbers. References should
have
knowledge of the candidate’s ability to perform the duties set
forth in the application and must
not be family members or relatives
.
4.
Copy of
Academic Transcripts
/Diplomas/Degrees/Certificates
.
5.
Applicants must provide their full
mailing address with t
elephone
and email
address
and
should retain for their records copies of all enclosures that
accompany their submissions.
SUBMIT APPLICATION:
Human Resources Management Section -
Email:
acpersonnel
@usaid.gov
with the following
15. reference number in the subject line:
HR
-EXO-
004-
2018-
HRS
. Emails received without the
Vacancy Reference Number as indicated above will NOT be
considered.
Please note that all cv/resume and cover letter must be in
English
, otherwise application package is
incomplete and will be rejected.
CLOS
ING DATE FOR THIS POSITION IS:
October 3
, 2018 at 5pm
Bamako
6
LIST OF PRE
-HIRE REQUIRMENTS
FOR PSC
s:
Once the Contracting Officer (CO) informs the successful
Applicant about being select
ed for a
contract award, the C
.O will provide the successful Applicant instructions about how
to complete
the
following.
1.
Medical Examination
2.
Security Investigation
3.
16. Employee Biographical Data Sheet (Form AID 1420)
4.
Application for Employment in the Foreign Service of the
United States (Form OF 174)
.
BENEFITS/ALLOWANCES:
The incumbent will be compensated in accordance with the U.S.
Mission to Mali’s Local
Compensation Plan (LCP). The plan includes basic salary,
miscellaneous allowance, and medical
insuranc
e subsidy.
If an applicant does not meet all required qualifications for the
position and is
selected for the position, he/she may be hired at a lower grade
than the position classification grade.
Final compensation will be based on the position grade and
negotiated within the corresponding
market value.
TAXES:
The successful Applicant will be subject to host country tax
laws.
USAID REGULATIONS, POLICIES AND CONTRACT
CLAUSES PERTAINING TO PSCs
:
USAID regulations and policies governing CCN/TCN PSC
awards
are available at these sources:
1.
USAID Acquisition Regulation (AIDAR), Appendix J, “Direct
USAID Contracts with
a
Cooperating Country National and with a Third Country
National for Personal Services Abroad,
”
is including
17. contract clause “General Provision
s,” available at
https://www.usaid.gov/sites/default/files/documents/1868/aidar_
0.pdf
2.
Contract Cover Page form AID 302-
4 available at https://www.usaid.gov/forms
3.
Acquisition & Assistance Policy Directives/Contract
Information Bulletins (AAPDs/CIBs) for
Personal Services Contracts with Individuals available at
http://www.u
said.gov/work-
usaid/aapds
-cibs
4.
Ethical Conduct. By the acceptance of a USAID personal
services contract as an individual, the
contractor will be acknowledging receipt of the “Standards of
Ethical Conduct for Employees of
the Executive Branch,” available f
rom the U.S. Office of Government Ethics, in accordance with
Gener
al Provision 2 and 5 CFR 2635. See
https://www.oge.gov/web/oge.nsf/OGE%20Regulations
EQUAL EMPLOYMENT OPPORTUNITY:
The US
Mission in Mali provides equal opportunity and fair and
equitable treatment in employment
to all people without regard to race, color, religion, sex,
national origin, age, disability, political
affiliation, marital status, or sexual orientation.
We
strive
to achieve equal employment opportunity
in all personnel operations through continuing diversity
18. enhancement programs.
The EEO complaint procedure is
available to individuals who believe they have been denied
equal
opportunity based upon marital status or
political affiliation. Individuals with such complaints
should avail themselves of the appropriate grievance
procedures, remedies:::::
SKILLS:
•
Excellent organizational skills
•
Strong customer relations skills
•
Dependable team member
•
Quick Learner and attentive to details
•
Punctual, Adaptable, and Active
•
Work well within work place guidelines
WORK EXPERIENCE:
FRAUD SPECIALISTE: TD BANK
01/2018- CURRENT
Customer service agent TD Bank
6/2015 – 01/2018
Answering calls and customers
inquiries in a respectful manner
•Solving customers issues and
suggesting ideas to avoid same issues
•Processing mails for updating customer’s account
•Covering the help line when needed
19. •Awards
: Top Performer of
the month
(Hard and Soft Skills)
on 06/2016; 7/2016; Soft Skills Top
Performer 02/2017;
Wow rewards (Passion) 02/2017, Top performer Hard Skills
May 2017
,
Hard Skills Top Performer May 2017, Wow Club Member on
07/2017
; Top Performer Hard
Skills on 09/2017
.
Driver/Caterer/Lead
Chelsea Food Services/United Airlines
-
Newark, NJ
04-2013 -06/2015
•Loading and unloading trucks
•
Ensure compliance using airlines specifications
•
Co
mmunicate effectively with other team members
•
Awards: Employee of the month October 2014
Prep Cook/ Bar
-
back
/
HOST
Joe’s Crab Shack
-
Clifton, NJ
04
20. -
2011/04
-
2013
•
Prepare daily orders as needed
•
Follow recipes and
sanitations procedures accordingly
•
Assisted bartenders with daily routines to prepare drinks
•
Greeting and seating customers
EDUCATION:
•
University of Ouagadougou
Master in
Economics and Business Administration 11
-
2005/12
-
2009
•
Essex County College
ESL
09
-
2011/04
-
2012
•
Devry University/ Keller Graduate School MBA in Finance
01/2016
-
current