Dokumen tersebut memberikan panduan mengenai penilaian kinerja pegawai berdasarkan lima domain tugas yaitu pengajaran dan pembelajaran, penyelidikan dan inovasi, perkhidmatan dan penglibatan, teknologi maklumat dan komunikasi, serta pengurusan. Penilaian akan difokuskan pada sasaran kerja tahunan pegawai dan catatan ketua jabatan untuk tahun yang dinilai, dengan memberikan bobot penilaian untuk setiap domain.
This document outlines the schedule and assignments for a school week from Monday to Friday. Key events include a spelling unit homework due on Thursday, a decimal review math assignment due on Tuesday, a fractions to decimal math homework due on Wednesday, and decimal math test and report cards going home on Friday. A signed expectation card is due on Tuesday and Wednesday.
Despre modalitatile de functionare televot electronic, vot wirelessAmro Electronic Grup
Amro Grup, importator direct Logos, vand sisteme vot pentru sondarea opiniei publice, sesiune votare, alegeri. ShowVote este un sistem vot cu multiple optiuni: vot chestionar, vot preferential, vot tip clasament, vot evaluare, vot consultativ, vot competitie, votul tip alegeri. Vot rapid, sistem vot usor de utilizat. Ideal pentru intalniri afaceri, cercetari, studii de piata, lansari de produse; softul permite elaborare statistici complexe, grafice, tabele, rezultate vot in timp util; posibilitate personalizare soft in functie de nevoile utilizatorului, scopul cercetarii.
A cifra de Vigenère é um método de criptografia que usa múltiplas cifras de César baseadas nas letras de uma senha. A cifra de César desloca cada letra por um número fixo de posições. A cifra de Vigenère usa deslocamentos variáveis de acordo com a senha. Ela é representada matematicamente por Ci=Pi+Ki (mod 26), onde C é o texto cifrado, P o texto claro e K a chave na posição i.
This document outlines the schedule and assignments for a school week from Monday to Friday. Key events include a spelling unit homework due on Thursday, a decimal review math assignment due on Tuesday, a fractions to decimal math homework due on Wednesday, and decimal math test and report cards going home on Friday. A signed expectation card is due on Tuesday and Wednesday.
Despre modalitatile de functionare televot electronic, vot wirelessAmro Electronic Grup
Amro Grup, importator direct Logos, vand sisteme vot pentru sondarea opiniei publice, sesiune votare, alegeri. ShowVote este un sistem vot cu multiple optiuni: vot chestionar, vot preferential, vot tip clasament, vot evaluare, vot consultativ, vot competitie, votul tip alegeri. Vot rapid, sistem vot usor de utilizat. Ideal pentru intalniri afaceri, cercetari, studii de piata, lansari de produse; softul permite elaborare statistici complexe, grafice, tabele, rezultate vot in timp util; posibilitate personalizare soft in functie de nevoile utilizatorului, scopul cercetarii.
A cifra de Vigenère é um método de criptografia que usa múltiplas cifras de César baseadas nas letras de uma senha. A cifra de César desloca cada letra por um número fixo de posições. A cifra de Vigenère usa deslocamentos variáveis de acordo com a senha. Ela é representada matematicamente por Ci=Pi+Ki (mod 26), onde C é o texto cifrado, P o texto claro e K a chave na posição i.
Millennials, born between the 1980s and early 2000s, make up a large portion of the current workforce. 91% of millennials aspire to be leaders and many are motivated to empower others. Different generations have differing attitudes towards work-life balance, communication preferences, feedback and rewards, and values. To manage a multi-generational workforce effectively, leaders must understand these generational differences and personalize their approaches, communicate effectively using various styles and modes, and customize reward systems for different generations. Good leadership considers each individual's needs regardless of age.
There are several models that attempt to categorize different types of followership. Kelly's model describes four types: sheep, who are passive and uncritical thinkers; yes people, who are active but also uncritical; survivors, who do just enough to get by; and effective followers, who are active, independent thinkers. Potter and Rosenbach's model places followers on axes of relationship initiative versus performance initiative, identifying politicians, partners, contributors, and subordinates. The Curphy-Roellig model evaluates followers based on critical thinking versus engagement, identifying criticizers, self-starters, brown-nosers, and slackers. Effective followership requires both independent, critical thinking as well as active participation. The nature of the leader
This document discusses how organizational culture affects leadership. It defines organizational culture as the shared assumptions, values, and beliefs that govern how people behave within an organization. A positive culture that is aligned with the organization's goals and vision can enable effective leadership, while a negative "bad" culture can undermine leadership. The document also states that an organization's culture must support its leadership approach in order to be successful. It provides examples of companies that have built strong, supportive cultures through clearly communicating their values and fostering an environment where people want to work.
The document discusses leadership topics such as employee engagement, effective feedback, delegation, and conflict resolution. It provides statistics showing most employees are disengaged at work and outlines qualities of the best bosses as high clarity, consideration, and freedom. Models for giving effective feedback and empowering employees through delegation are presented. The importance of resolving workplace conflict to increase productivity and cost savings is also noted.
This document discusses leadership self-reflection and development. It encourages leaders to reflect on their strengths and weaknesses through self-assessment questionnaires. It also discusses the importance of self-awareness, being genuine, considering multiple viewpoints, and prioritizing ethics. The document promotes optimizing leadership by understanding how others perceive you and narrowing gaps through feedback. It emphasizes developing a clear leadership brand through defining your style and gaining support through training, coaching, and feedback.
This document discusses different personality types and how understanding your own personality can help you understand others. It outlines four main personality types: Popular Sanguine, Perfect Melancholy, Powerful Choleric, and Peaceful Phlegmatic. For each type, it describes typical emotions, behaviors at work and in relationships, strengths, weaknesses, and emotional needs. The document suggests people can overcome weaknesses by playing to their strengths, such as Sanguines volunteering and making friends and Melancholies being organized. It emphasizes understanding personality types rather than labels and getting the best from everyone.
Lompat jauh merupakan acara sukan dimana peserta cuba melompat sejauh mungkin dari papan pelepasan. Acara ini berasal dari zaman Yunani Kuno dan masih popular dalam sukan moden. Teknik dan rekod acara ini terus berkembang daripada masa ke semasa.
Dokumen tersebut memberikan penjelasan mengenai lari pecut, termasuk definisi, teknik mulai lari, penggunaan blok mulai, kesalahan umum, dan latihan yang dapat dilakukan. Secara ringkas, dokumen tersebut membahas tentang olahraga lari pecut, teknik dasarnya, dan cara melatih atlet untuk meningkatkan keterampilan lari pecut.
Dokumen tersebut memberikan peraturan dan petunjuk tentang acara lari berpagar dan lari berhalangan. Ia menjelaskan jarak standar, ketinggian pagar, jumlah dan jarak lompatan pagar/halangan serta air untuk acara 110m, 400m, 2000m dan 3000m. Petunjuk cara melompat pagar dan halangan juga diberikan untuk memastikan keselamatan dan kelancaran acara.
Peraturan-peraturan olahraga yang berkaitan dengan kelayakan peserta, pakaian dan peralatan yang digunakan, bantuan kepada atlet, bantahan dan rayuan, pertandingan campuran, pengukuran dan penskoran.
Millennials, born between the 1980s and early 2000s, make up a large portion of the current workforce. 91% of millennials aspire to be leaders and many are motivated to empower others. Different generations have differing attitudes towards work-life balance, communication preferences, feedback and rewards, and values. To manage a multi-generational workforce effectively, leaders must understand these generational differences and personalize their approaches, communicate effectively using various styles and modes, and customize reward systems for different generations. Good leadership considers each individual's needs regardless of age.
There are several models that attempt to categorize different types of followership. Kelly's model describes four types: sheep, who are passive and uncritical thinkers; yes people, who are active but also uncritical; survivors, who do just enough to get by; and effective followers, who are active, independent thinkers. Potter and Rosenbach's model places followers on axes of relationship initiative versus performance initiative, identifying politicians, partners, contributors, and subordinates. The Curphy-Roellig model evaluates followers based on critical thinking versus engagement, identifying criticizers, self-starters, brown-nosers, and slackers. Effective followership requires both independent, critical thinking as well as active participation. The nature of the leader
This document discusses how organizational culture affects leadership. It defines organizational culture as the shared assumptions, values, and beliefs that govern how people behave within an organization. A positive culture that is aligned with the organization's goals and vision can enable effective leadership, while a negative "bad" culture can undermine leadership. The document also states that an organization's culture must support its leadership approach in order to be successful. It provides examples of companies that have built strong, supportive cultures through clearly communicating their values and fostering an environment where people want to work.
The document discusses leadership topics such as employee engagement, effective feedback, delegation, and conflict resolution. It provides statistics showing most employees are disengaged at work and outlines qualities of the best bosses as high clarity, consideration, and freedom. Models for giving effective feedback and empowering employees through delegation are presented. The importance of resolving workplace conflict to increase productivity and cost savings is also noted.
This document discusses leadership self-reflection and development. It encourages leaders to reflect on their strengths and weaknesses through self-assessment questionnaires. It also discusses the importance of self-awareness, being genuine, considering multiple viewpoints, and prioritizing ethics. The document promotes optimizing leadership by understanding how others perceive you and narrowing gaps through feedback. It emphasizes developing a clear leadership brand through defining your style and gaining support through training, coaching, and feedback.
This document discusses different personality types and how understanding your own personality can help you understand others. It outlines four main personality types: Popular Sanguine, Perfect Melancholy, Powerful Choleric, and Peaceful Phlegmatic. For each type, it describes typical emotions, behaviors at work and in relationships, strengths, weaknesses, and emotional needs. The document suggests people can overcome weaknesses by playing to their strengths, such as Sanguines volunteering and making friends and Melancholies being organized. It emphasizes understanding personality types rather than labels and getting the best from everyone.
Lompat jauh merupakan acara sukan dimana peserta cuba melompat sejauh mungkin dari papan pelepasan. Acara ini berasal dari zaman Yunani Kuno dan masih popular dalam sukan moden. Teknik dan rekod acara ini terus berkembang daripada masa ke semasa.
Dokumen tersebut memberikan penjelasan mengenai lari pecut, termasuk definisi, teknik mulai lari, penggunaan blok mulai, kesalahan umum, dan latihan yang dapat dilakukan. Secara ringkas, dokumen tersebut membahas tentang olahraga lari pecut, teknik dasarnya, dan cara melatih atlet untuk meningkatkan keterampilan lari pecut.
Dokumen tersebut memberikan peraturan dan petunjuk tentang acara lari berpagar dan lari berhalangan. Ia menjelaskan jarak standar, ketinggian pagar, jumlah dan jarak lompatan pagar/halangan serta air untuk acara 110m, 400m, 2000m dan 3000m. Petunjuk cara melompat pagar dan halangan juga diberikan untuk memastikan keselamatan dan kelancaran acara.
Peraturan-peraturan olahraga yang berkaitan dengan kelayakan peserta, pakaian dan peralatan yang digunakan, bantuan kepada atlet, bantahan dan rayuan, pertandingan campuran, pengukuran dan penskoran.
Pendidikan inklusif merupakan sistem pendidikan yang
memberikan akses kepada semua peserta didik yang
memiliki kelainan, bakat istimewa,maupun potensi tertentu
untuk mengikuti pendidikan maupun pembelajaran dalam
satu lingkungan pendidikan yang sama dengan peserta didik
umumlainya
Materi ini membahas tentang defenisi dan Usia Anak di Indonesia serta hubungannya dengan risiko terpapar kekerasan. Dalam modul ini, akan diuraikan berbagai bentuk kekerasan yang dapat dialami anak-anak, seperti kekerasan fisik, emosional, seksual, dan penelantaran.
Modul Ajar Matematika Kelas 11 Fase F Kurikulum MerdekaFathan Emran
Modul Ajar Matematika Kelas 11 SMA/MA Fase F Kurikulum Merdeka - abdiera.com. Modul Ajar Matematika Kelas 11 SMA/MA Fase F Kurikulum Merdeka. Modul Ajar Matematika Kelas 11 SMA/MA Fase F Kurikulum Merdeka. Modul Ajar Matematika Kelas 11 SMA/MA Fase F Kurikulum Merdeka. Modul Ajar Matematika Kelas 11 SMA/MA Fase F Kurikulum Merdeka.
1. PEMETAAN SPEK TUGAS KEPADA LNPT
1. Penilaian hanya akan di buat sekiranya dimensi tersebut dilaksanakan Pegawai Yang Di Nilai
2. Penilaian perlulah berasaskan Sasaran Kerja Tahunan yang di sediakan oleh Pegawai Yang Di Nilai berasaskan spesifikasi tugas (5 Domain). Kualiti
peribadi tidak perlu di masukkan ke dalam Sasaran Kerja Tahunan.
3. Penilaian juga perlulah berasaskan ’Log’ Ketua Jabatan bagi tahun dinilai.
4. Penilaian hanyalah berdasarkan penghasilan bagi tahun di nilai.
PERKARA YANG DINILAI PEMBAHAGIAN PENGAJARAN PENYELIDIKAN PERKHIDMATAN TEKNOLOGI PENGURUSAN KUALITI JUMLAH MARKAH
DAN DAN DAN MAKLUMAT PERIBADI
PEMBELAJARAN INOVASI PENGLIBATAN DAN
KOMUNIKASI
BAH III KUANTITI HASIL KERJA 10 40 15 15 10 5 15 100 10
KUALITI HASIL KERJA 20 40 15 15 10 5 15 100 20
KETEPATAN MASA 10 40 15 15 10 5 15 100 10
KEBERKESANAN HASIL KERJA 10 40 15 15 10 5 85 10
JUMLAH 50
MARKAH (50%) 50.00
BAH IV ILMU PENGETAHUAN DAN 10 40 15 15 10 5 85 10
KEMAHIRAN DALAM BIDANG KERJA
PELAKSANAAN DASAR, PERATURAN 10 40 15 15 10 5 85 10
DAN ARAHAN PENTADBIRAN
KEBERKESANAN KOMUNIKASI 10 40 15 15 10 5 15 100 10
JUMLAH 30
MARKAH (25%) 25.00
BAH V CIRI-CIRI PEMIMPIN 10 40 15 15 10 5 15 100 10
KEBOLEHAN MENGELOLA 10 40 15 15 10 5 15 100 10
DISPILIN 10 40 15 15 10 5 15 100 10
PROAKTIF DAN INOVATF 10 40 15 15 10 5 85 10
JALINAN HUBUNGAN DAN 10 40 15 15 10 5 15 100 10
KERJASAMA
JUMLAH 50
MARKAH (20%) 20.00
BAH VI KEGIATAN DAN SUMBANGAN DI 10 10 10
LUAR TUGAS RASMI
JUMLAH 10
MARKAH (5%) 5.00
JUMLAH KESELURUHAN 100.00