...processing unit (GPU) capabilities in a single chip (die). APU-based platforms can deliver a prodigious amount of computational horsepower, and can present enormous opportunities in developing an application ecosystem beyond today’s mainstream computer systems. While APUs seek to deliver a superior, immersive PC experience, they also can provide tangible environmental benefits. By eliminating a chip to chip link and by introducing new holistic power management techniques, the APUs are designed to be more power efficient than current generation platforms that have both computational and graphical capabilities. This paper compares the environmental impact of one of AMD’s first APU products against an equivalent computer platform powered by the current generation of AMD processors (CPUs and GPUs). By conducting a business to consumer (B2C) lifecycle assessment, this study compares the total lifecycle greenhouse gas (GHG) emissions (also known as a “carbon footprint”) of an APU system (based on the 18W dual-core processor codenamed “Zacate” and the M1 chipset codenamed “Hudson”) with the latest AMD system codenamed “Nile” (which is based on an AMD Athlon™ Neo II Dual Core processor, SB820 Southbridge, RS880M Northbridge with an ATI Mobility Radeon™ HD 5430 discrete graphics card). This study concludes that the APU system offers significant GHG benefits (up to a 40% emissions reduction) when compared with the Nile platform. Introduction Climate change has become perhaps the...
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...Introduction Wayne Mondy defines training as “Activities designed to provide learners with the knowledge and skills needed for their present jobs.” Training, therefore, is job specific and is concerned with the day to day performance improvement of the employee. Teaching a new employee hired for the R&D department the use of design software training or teaching a plant worker the operation of a machine constitutes training. Training is also project related. Suppose a new project has arrived at an organization and very few people possess the technical know-how to execute the project. They are then entrusted with the task of spreading the knowledge of the skills required and ensuring that the right people know the right things required to execute the project. This constitutes training. A newly promoted employee needs training to be able to fit into his/her new role and perform as expected. A technically competent designer may have been promoted to a managerial or executive job on request or due to exceptional performance. He may not be comfortable with the use of for example, MS Office. He will then require training for the same. Development is defined as “Learning that goes beyond today’s job and has a more long-term focus.” It prepares every employee to keep pace with the organization’s pace of growth. In today’s world, where customer focus and changing customer needs are the key drivers for growth, development plays a pivotal role. It looks towards enhancing or adapting...
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...Pay for Performance Suley Cruz HCS/531 May 25, 2015 Sarah Dunn Pay for Performance Financing is a critical factor in health care delivery. The way health care is financed impacts it’s delivery. The continual increase of health care cost caused health care reform initiatives to control cost to focus on reimbursement models. Pay For Performance (P4P) is an increasingly popular initiative. The use of pay for performance has effects on the cost, quality, and efficiency of health care. This paper will discuss the effects the use of pay for performance has on patients, provider, and the evolution of health care delivery. Pay for Performance Pay for Performance plans were developed in the early 2000’s as a way to control costs. “Pay-for-Performance is a reimbursement plan that links payment to quality and efficiency as an incentive to improve the quality of health care and to reduce costs” (Shi & Singh, 2012, p. 586). Pay for performance is based on the belief that payment incentives will drive providers to deliver better care which will lead to disease prevention or early diagnosis. Pay for performance incentives give providers bonuses for meeting pre determined quality measures. The main quality measures used in P4P are patient experience, process, outcomes, and structure. Defining Pay for Performance Measures Patient experience refers to patients' assessment and satisfaction with the quality of care received, for example, wait time, communication and cleanliness of provider’s...
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...Pay for Performance Suley Cruz HCS/531 May 25, 2015 Sarah Dunn Pay for Performance Financing is a critical factor in health care delivery. The way health care is financed impacts it’s delivery. The continual increase of health care cost caused health care reform initiatives to control cost to focus on reimbursement models. Pay For Performance (P4P) is an increasingly popular initiative. The use of pay for performance has effects on the cost, quality, and efficiency of health care. This paper will discuss the effects the use of pay for performance has on patients, provider, and the evolution of health care delivery. Pay for Performance Pay for Performance plans were developed in the early 2000’s as a way to control costs. “Pay-for-Performance is a reimbursement plan that links payment to quality and efficiency as an incentive to improve the quality of health care and to reduce costs” (Shi & Singh, 2012, p. 586). Pay for performance is based on the belief that payment incentives will drive providers to deliver better care which will lead to disease prevention or early diagnosis. Pay for performance incentives give providers bonuses for meeting pre determined quality measures. The main quality measures used in P4P are patient experience, process, outcomes, and structure. Defining Pay for Performance Measures Patient experience refers to patients' assessment and satisfaction with the quality of care received, for example, wait time, communication and cleanliness...
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...PERFORMANCE MANAGEMENT SYSTEM Objective: To identify and measure performance variation across selected indicators, link performance with rewards to boost motivation and bring the key performance indicators under a continuous monitoring & control system for boosting organizational effectiveness in the key deliverables to its stakeholders. Structure of the PMS The PMS shall be introduced in two stages; In the introductory stage, only academic performance indicators shall be monitored; From the start of next year, a comprehensive system shall be introduced covering all key indicators for the deliverables. However should all agree, a comprehensive system can be introduced at the start of next semester. The PI’s identified are: a. Teaching: To carry a weightage of 30% and comprise of completion of syllabus, no of tests/assessments, remedial classes, students feedback and diversity in teaching pedagogy b. Results: To carry a weightage of 30% and measured through university results, average marks factored for subject difficulty index and correlation with university pattern and the performance of the branch as a whole. c. Activities related to student deliverables: Weightage20%: comprising of industry visits, industry projects, guest lectures, workshops, social projects, maintenance projects, research projects with students. d. Activities related to organization’s development: Weightage 10%; comprising of admission process, seminars, research grants, tsep...
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...Assessment is defined as "The use of a variety of procedures to collect information about learning and instruction." (Johnson, 2013) It is a crucial part of instruction. In asking students to demonstrate what they have learned we are then able to evaluate if the educational goals and standards are being met. It can affect decisions about grades, instructional needs, curriculum, placement, advancement and in some cases even funding. It inspires three important questions. "Are we teaching what we think we are teaching?" "Are students learning what they are supposed to be learning?" "Is there a better way to teach the subject, thereby promoting better learning?" (Edutopia, n.d.) There are two basic assessment types, summative and formative. Each has a distinct purpose and answers certain questions about student learning. We will discuss these later in this treatise. It is the teachers' responsibility to interpret these assessments and utilize the data for meeting student need, tailoring the content of curriculum and lessons, and, of course, assessing student progress. Teachers must take an active responsibility for achieving a balance between assessments and content. Both summative and formative assessments contribute to the measurement of broader progress on assessment goals. Formative assessment is commonly known as "assessment for learning". It focuses on monitoring student response to and progress in instruction as well providing information to teachers about where...
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...Teachers and school leaders: making a difference through evidence-based practice A research paper for ACT Government schools ISBN 978-0-9757487-4-9 © Australian Capital Territory, Canberra 2007 Apart from any use as permitted under the Copyright ACT 1968, no part may be reproduced by any process without written permission from the ACT Department of Education and Training, ACT Government, PO Box 1584, Tuggeranong ACT 2901. Produced for the ACT Department of Education and Training by the Measurement, Monitoring and Reporting Directorate. Telephone: Canberra 6205 9214 Fax: Canberra 6205 8353 ACT Government Homepage address 2 Introduction The purpose of this paper is to provide a research base for the ACT Department of Education and Training’s discussion paper for ACT government school teachers: Teachers and school leaders: making a difference through evidence-based practice. Evidence-based practice is defined as the collection and analysis of relevant data and research and the application of this evidence to teaching and learning and to whole school improvement. The conceptual framework of the School Excellence Initiative underpins the paper. This places student achievement and learning at the centre of any discussion. In the research literature, there are many, often contradictory definitions of data, information and knowledge. This paper will use ‘data’ as a collective (singular) noun and define terms as follows: • data: a collection...
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...Human Resources Management (HRM) can simply be defined as managing (planning, organizing, directing and controlling) the functions of employing, developing of human relations with a view to contribute proportionately to the organizational, individual and social goals. While another major function of HRM is to consistently look for talented individuals and make them a part of the organization who can contribute to the growth. The process of selection is a very painstaking process that requires rigorous research and hunting, only then the right individuals is selected. The importance of quality employees is essential for the success of an organization. The real worth of Human Capital has only been truly recognized over the past decade or so, since then all the well-to-do firms have started investing heavily in it. The process of selecting new recruits is a vital function in its own, where a wrong decision can turn out to be a disaster for the organization. The ultimate goal of selection is to obtain the most suitable candidate for the position in question. As mentioned earlier, the importance of human capital has been truly realized just recently, therefore in this new era of technology HRM has also come of age. There are countless solutions and softwares being developed on continuous basis to facilitate recruiters in selecting the best possible candidates for any desired positions. Almost all the professionally sound firms conduct thorough analysis and recruitment tests for...
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...Running head: ASSESSMENT TOOLS 1 Assessment Tools Paper Liberty University EDUC 307 June 1, 2016 Abstract The beauty in teaching is watching the brains of your scholars grow with knowledge. As educators we frequently use various tools to assess the gains that our scholars make. In order to successfully instruct intentional lessons, it is important to collect data about scholar interests, ability/intellectual levels, achievement levels, and personality types. Through the use of assessment tools like the Common Core Measures of Academic Progress (Common Core MAP), The State of Texas Assessments of Academic Readiness (STAAR), The Student Interest Survey for Career Clusters, The Brigance Early Childhood Screens III, The Millon Adolescent Personality Inventory, and The Myers Briggs Type Indicator (MBTI) Personality Indicator. Interests 1. The Student Interest Survey for Career Clusters assesses scholars interest through the use of a survey where scholars are expected to circle up to seven activities in each of sixteen boxes that describe what they like to do. This is an extensive survey that asks the same three questions in each of the sixteen boxes, however the list of answer choices provided varies each time. This survey takes around fifteen minutes to complete via paper and pencil. This survey is available in both English and Spanish and can be viewed and printed online. The...
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...Student ID: 51450992 Exam: 412714RR - ASSESSING PERFORMANCE AND DEVELOPING EMPLOYEESS When you have completed your exam and reviewed your answers, click Submit Exam. Answers will not be recorded until you hit Submit Exam. If you need to exit before completing the exam, click Cancel Exam. Questions 1 to 20: Select the best answer to each question. Note that a question and its answers may be split across a page break, so be sure that you have seen the entire question and all the answers before choosing an answer. 1. Based on the expectation that two people in conflict should first try to arrive at a settlement together, the organization has a policy of making managers available to hear complaints. Typically, the first open door is that of the employee's A. director. B. immediate supervisor. C. peers. D. immediate subordinates. 2. Total quality management differs from traditional performance measurement in that TQM A. focuses on support decisions about work assignments, training, and compensation. B. assesses both individual performance and the system within which the individual works. C. is a top-down review process. D. has an external, rather than an internal, focus. 3. Which of the following is a false statement about the glass ceiling? A. The barrier may be due to a lack of access to training programs, developmental job experiences, and developmental relationships, such as mentoring. B. The barrier may be due to stereotypes that hinder the development of women and minorities...
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...Please cite this paper as: Antolin, P. (2008), "Pension Fund Performance", OECD Working Papers on Insurance and Private Pensions, No. 20, OECD publishing, © OECD. doi:10.1787/240401404057 OECD Working Papers on Insurance and Private Pensions No. 20 Pension Fund Performance Pablo Antolin* JEL Classification: C80, G11, G23 * OECD, France PENSION FUND PERFORMANCE Pablo Antolin August 2008 OECD WORKING PAPER ON INSURANCE AND PRIVATE PENSIONS No. 20 ——————————————————————————————————————— Financial Affairs Division, Directorate for Financial and Enterprise Affairs Organisation for Economic Co-operation and Development 2 Rue André Pascal, Paris 75116, France www.oecd.org/daf/fin/wp ABSTRACT/RÉSUMÉ Pension Fund Performance This report provides an analysis of aggregate investment performance by country on a risk adjusted basis using relatively standard investment performance measures. The report also describes privately managed pension funds around the world and the regulatory environment they face. It compares pension funds across countries according to total assets under management and asset allocation, and briefly discusses certain issues surrounding the data reported by pension funds and regulators on investment returns. JEL codes: G11, G23, C80 Keywords: Investment performance, pension funds, returns on investment, asset allocation, Sharpe ratio, Markowitz mean-variance portfolio maximization. ***** La Performance des Fonds de Pensions Ce rapport...
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...Customer Focus 10 Category 4: Measurement, Analysis, and Knowledge Management 14 Category 5: Workforce Focus 18 Category 6: Process Management 23 Category 7: Results 7.1: Best Quality (Healthcare Outcomes) 27 7.2: Best Customer Service (Customer Focused Outcomes) 32 7.3: Best Financial Performance & Growth (Financial & Market Outcomes) 35 7.4: Best People and Workplace (Workforce Focused Outcomes) 38 7.5: Best 5 Bs (Process Effectiveness Outcomes) 41 7.6: Best 5 Bs (Leadership Outcomes) 45 GLOSSARY OF TERMS AND ABBREVIATIONS APP: Annual Planning Process 5Bs: AtlantiCare’s five “Bests” or performance excellence commitments – Best People and Workplace, Best Quality, Best Customer Service, Best Financial Performance, Best Growth ARMC : AtlantiCare Regional Medical Center ASC: Ambulatory Surgery Center ASPP: Annual Strategic Planning Process A AAAHC: Accreditation Association for Ambulatory Health Care AAI: AtlantiCare Administrators Incorporated AAP: Annual Action Plan B BFP: Best Financial Performance Big Dots: The system-level measurements or targets for each of the 5 Bs (performance excellence commitments). Business units (and their departments) have measurable action plans and goals that align with/support the Big Dots. ABCs: AtlantiCare’s Best Customer Service Standards– AtlantiCare’s customer service training program. BMI: Body Mass Index ABH: AtlantiCare Behavioral Health BOT:...
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...Performance Management Plan India C Harris HRM/531 March 30, 2015 Dr. Sanders Performance Management Plan Traci in the content of this paper is some recommendations to increase performance based on current business strategy regarding client Landslide Limousine Inc. Several areas relating to performance management will be highlighted and solutions of improvement identified. It is imperious to develop a strategy to increase performance and decrease the anticipated turnover rate of less than ten percent. To accomplish this task, I will identify key concepts that should be implemented within Landslide Limousine Inc.’s overall performance management plan. Alignment of the performance management framework Performance appraisals offer an important role in the global objective of performance management. To assist employees with the improvement of organizational standards and realize their full potential, a performance appraisal serves as a valuable tool; it provides information to both employees and managers for more accurate decision making. Appraisals identify strengths and weaknesses within an employee’s current position to see if further training is required or a promotion can be offered. Appraisals also provide feedback to employers by providing attention to developmental needs and highlight organizational issues. The management by objective (MBO) process establishes benchmarks employees are required to accomplish; it sets amenable standards by both employee...
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...to develop an individual Leadership Development Plan (LDP) reflecting the results and evaluation of the Self-Assessments and Skill Development exercises completed during this course, leading to a detailed Personal Situation Analysis. The LDP should clearly demonstrate a synthesis of relevant leadership theories explored in this class in the formulation of a Personal Action Plan that includes specific development activities, necessary resources, and target completion date. Guidelines Papers must be 15 or more pages in length, 12 point font, double-spaced, include a cover page, table of contents, introduction, body of the report, summary or conclusion, and reference page. Even though this is not a scientific-type writing assignment, and is mostly creative in nature, references are still very important. At least six authoritative, outside references are required from the Online Library (anonymous authors or web pages are not acceptable). These should be listed on the last page titled "Reference." Appropriate citations are required in the body of the report. All DeVry University policies are in effect including the plagiarism policy. Papers are due during Week 7 of this course. Any questions about this paper may be discussed in the weekly Q & A Discussion topic. This paper is worth 250 total points and will be graded on quality of research topic, quality of paper information, use of citations, grammar, and sentence structure. Milestones WEEK ACTIONS REQUIRED 1 ...
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...INTRODUCTION 2. ASSESSMENT IN GRADE 12 2.1 Format of the question papers 2.2 Detail of question papers 4 4 4 3. CONTENT 6 4. CONCLUSION Copyright reserved 25 Please turn over Economics 1. 3 Examination Guidelines DBE/2014 INTRODUCTION The Curriculum and Assessment Policy Statement (CAPS) for Economics outlines the nature and purpose of the subject Economics. This guides the philosophy underlying the teaching and assessment of the subject in Grade 12. The purpose of these Examination Guidelines is to: • • Provide clarity on the depth and scope of the content to be assessed in the Grade 12 National Senior Certificate (NSC) Examination in Economics. Assist teachers to adequately prepare learners for the examinations. This document deals with the final Grade 12 external examinations. It does not deal in any depth with the School-Based Assessment (SBA). This guideline should be read in conjunction with: • • • The National Curriculum Statement (NCS) Curriculum and Assessment Policy Statement (CAPS): Economics The National Protocol of Assessment: An addendum to the policy document, the National Senior Certificate: A qualification at Level 4 on the National Qualifications Framework (NQF), regarding the National Protocol for Assessment (Grades R–12) The national policy pertaining to the programme and promotion requirements of the National Curriculum Statement, Grades R–12 Copyright reserved Please turn over Economics 4 Examination Guidelines 2. ASSESSMENT IN GRADE 12...
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