Gotowe bibliografie tematyczne / Appointment to office

Gotowa bibliografia na temat „Appointment to office”

Autor: Grafiati
Data publikacji: 26 lipca 2024
Data aktualizacji: 27 lipca 2024

Utwórz poprawne odniesienie w stylach APA, MLA, Chicago, Harvard i wielu innych

Wybierz rodzaj źródła:

Spis treści

Zobacz listy aktualnych artykułów, książek, rozpraw, streszczeń i innych źródeł naukowych na temat „Appointment to office”.

Przycisk „Dodaj do bibliografii” jest dostępny obok każdej pracy w bibliografii. Użyj go – a my automatycznie utworzymy odniesienie bibliograficzne do wybranej pracy w stylu cytowania, którego potrzebujesz: APA, MLA, Harvard, Chicago, Vancouver itp.

Możesz również pobrać pełny tekst publikacji naukowej w formacie „.pdf” i przeczytać adnotację do pracy online, jeśli odpowiednie parametry są dostępne w metadanych.

Artykuły w czasopismach na temat "Appointment to office"

1

Rasal, Abhishek, Aditi Kulkarni, Aditya Patle, Apekshita Kalbhor, Suresh Kapare i Reena Pagare. "Office Productivity Enhancement using an Online Appointment Manager App". International Journal for Research in Applied Science and Engineering Technology 10, nr 2 (28.02.2022): 864–69. http://dx.doi.org/10.22214/ijraset.2022.40403.

Pełny tekst źródła
Streszczenie:
Abstract: Booking appointments and meetings online is quite common nowadays. However, it can be a time-consuming & tedious process, especially if the appointment system is poorly developed. The paper explains how we established a seamless experience for accepting appointments and scheduling meetings using our app. The Appointment Manager App is an android application built in Flutter to view, schedule, manage and track appointments. It uses Google Firebase for the authentication of users. Users can schedule appointments with the higher authorities of the organisation by selecting a suitable date and time, title and description of the meeting and the designation of the attendee. The appointment data is stored in the Firebase Firestore NoSQL database. These meetings can be effortlessly approved, rescheduled and tracked. Keywords: Appointment Manager, Appointment Scheduling, Appointment Booking, Android Application, Flutter, Google Firebase, Firebase Firestore
Style APA, Harvard, Vancouver, ISO itp.
2

Assiroj, P., G. B. Hertantyo i ,. K. Y. Sugiyanto. "APPOINTMENT APPLICATION AT CLASS I NON-TPI BOGOR IMMIGRATION OFFICE". TEMATICS: Technology Management and Informatics Research Journals 4, nr 1 (1.06.2022): 23–34. http://dx.doi.org/10.52617/tematics.v4i1.374.

Pełny tekst źródła
Streszczenie:
Manual appointments for immigration services are still used by Bogor Immigration Office. It is undeniable that the manual system has obstacles in its implementation such as not having a personal data recap of its visiting guests and the difficulty regarding the appointment registration mechanism. This study aims to determine the appointment mechanism at Bogor Immigration Office and provide a design application for an appointment. The research was conducted to overcome problems that occur in the application of the appointment mechanism and provide innovation in the form of a website-based appointment application. This design was carried out using the System Development Life Cycle (SDLC) method with the waterfall model. The results of this study are in the form of a website-based appointment application which can later be applied at the Bogor Immigration Office.
Style APA, Harvard, Vancouver, ISO itp.
3

Dreibelbis, Sarah, Anna Grassi, Daniel Jiang i John Dougherty. "Use of Telemedicine in an OBGYN Residency Clinic During COVID". Transformative Medicine 1, nr 3 (wrzesień 2022): 53–56. http://dx.doi.org/10.54299/tmed/jhpl5159.

Pełny tekst źródła
Streszczenie:
INTRODUCTION:Telemedicine can address healthcare disparities by improving access to care and eliminating barriers to in-office appointments. The primary goal of this study is to compare the number of completed telemedicine appointments to the number of completed in-office appointments for an OBGYN residency clinic during the early months of the COVID pandemic. The study also aims to evaluate patient demographics and types of visits performed using telemedicine. METHODS: All OBGYN residency clinic visits at a single institution from March 2020 – May 2020 were included and reviewed. Proportions of the visit type were evaluated for completion as well as the inability to complete the appointment through the telemedicine format. Information collected for the telemedicine visits includes the patient age, primary language spoken, and use of an interpreter during the visit. For patients who were a “no show” to a telemedicine appointment, appointments were reviewed to assess if the patient rescheduled or was lost to follow up. Overall appointment completion rates were compared between telemedicine and in-office visits using a Chi-squared test. RESULTS: Between March - May 2020, there were 598 telemedicine visits at the residency clinic, with 479 (80.1%) completed and 119 (19.9%) not completed. By comparison, in-office visits totaled 3,158 visits, with 78% (2,473) completed and 22% (685) not completed. Chi-squared test comparing telemedicine versus in office visits resulted in a non-significant p-value of 0.32. CONCLUSION:The overall visit completion rate between telemedicine and in-office visits from March - May 2020 was similar. The p-value comparing the completion rates was nonsignificant at 0.32, suggesting the telemedicine visit completion rate is comparable to in-office appointment completion rate.
Style APA, Harvard, Vancouver, ISO itp.
4

Ampuan, Azimah Disoma, i Reymark Devila Delena. "An Implementation and Evaluation of Web-Based Appointment System for the Mindanao State University – Main Campus". Journal of Information Systems and Informatics 4, nr 4 (14.11.2022): 922–37. http://dx.doi.org/10.51519/journalisi.v4i4.379.

Pełny tekst źródła
Streszczenie:
The Office of the University President of the Mindanao State University in Marawi City has the reputation of being one of the busiest in the university. It handles a variety of concerns, ranging from employee matters to matters of concern coming from the other campuses in the university system. However, matters became greatly complicated when the pandemic began and the hard lockdowns that followed forced everyone to stay at home or work remotely. It was observed that an existing perennial problem at the Office of the President was a lack of an efficient system to handle appointments, which resulted in wasted time and tasks delayed or undone. Hence, the aim of the project was to improve client waiting time by implementing a web-based appointment system. The researcher used two (2) models: the System Usability Scale and Technology Acceptance Model to evaluate the system. As a result, the system has a high level of satisfaction with a percentage of 90.2 from the user based on the overall result from two (2) models used. Therefore, implementing a web-based appointment system will certainly improve client waiting time at the Office of the President and employees at the office can schedule appointments more conveniently.
Style APA, Harvard, Vancouver, ISO itp.
5

Ochieng, Walter Khobe. "Separation of Powers in Judicial Enforcement of Governmental Ethics in Kenya and South Africa". Kabarak Journal of Law and Ethics 3, nr 1 (3.10.2022): 37–67. http://dx.doi.org/10.58216/kjle.v3i1.158.

Pełny tekst źródła
Streszczenie:
The Kenyan Constitution, 2010 and the 1996 South African Constitution prescribe eligibility criteria for appointment into public office. The courts in both countries have been vested with the role of policing the boundaries of constitutionality of the exercise of power by the other arms of government. This mandates courts to ascertain whether an appointment by the executive branch meets the constitutionally prescribed threshold. The power of judicial review of appointments by the executive branch has brought the question of separation of powers between the judiciary and the executive into sharp relief. This paper discusses the separation and intertwining of powers between these two branches of government in the context of their respective roles in public appointments.
Style APA, Harvard, Vancouver, ISO itp.
6

Reid, Jeremy. "The Offices of Magnesia". Polis: The Journal for Ancient Greek and Roman Political Thought 37, nr 3 (1.09.2020): 567–89. http://dx.doi.org/10.1163/20512996-12340301.

Pełny tekst źródła
Streszczenie:
Abstract In this article, I attempt to provide a complete and exhaustive list of all of the offices and major political roles proposed within the constitution of Magnesia, detailing the title of the office, number of offices, method of appointment, age or gender restrictions, length of term, and explicit responsibilities assigned to that office. This tabulation is intended to be useful for new readers of the Laws and to scholars of various methodological approaches interested in the political arrangements of Magnesia.
Style APA, Harvard, Vancouver, ISO itp.
7

Mijal, Przemysław. "Glosa do wyroku Naczelnego Sądu Administracyjnego z 6 maja 2021 r., sygn. akt II GOK 3/18". Przegląd Prawa Konstytucyjnego 70, nr 6 (2022): 563–70. http://dx.doi.org/10.15804/ppk.2022.06.44.

Pełny tekst źródła
Streszczenie:
The judgment of the Supreme Administrative Court of 6 May 2021, the subject of which was the assessment of the legality of the resolution of the National Council of the Judiciary on the submission (failure to present) of applications for appointment to the position of a Supreme Court judge in the Civil Chamber, created the possibility of challenging the composition of the adjudicating panels with the participation of judges selected in this procedure. However, the administrative court did not assess the validity of the appointments of judges, finding that the effects of the ruling issued in this case do not relate to the systemic validity and effectiveness of presidential appointments to the office of judge. Therefore, the judgment does not resolve the key issue determining the effectiveness of the appointment of the judiciary
Style APA, Harvard, Vancouver, ISO itp.
8

Glogovac, Georgina, Mark E. Kennedy, Maria R. Weisgerber, Rafael Kakazu i Brian M. Grawe. "Wait Times in Musculoskeletal Patients: What Contributes to Patient Satisfaction". Journal of Patient Experience 7, nr 4 (24.07.2019): 549–53. http://dx.doi.org/10.1177/2374373519864828.

Pełny tekst źródła
Streszczenie:
Introduction: The purpose of this study was to determine how wait time duration is associated with patient satisfaction and how appointment characteristics relate to wait time duration and patient satisfaction in the orthopedic surgery clinic. Methods: Two hundred sixty-four patients visiting one of 3 ambulatory orthopedic surgery clinics were asked to estimate their wait time and to rate their satisfaction with the visit. The associations between appointment characteristics, wait time, and satisfaction were analyzed using t tests, 1-way analysis of variance, and Pearson correlation coefficients. Results: Wait times were significantly different based on visit type, appointment time, whether an X-ray was required, and whether a trainee was involved ( P < .001). Patients with wait times less than 30 minutes had higher satisfaction scores ( P < .001). Satisfaction ratings were significantly different based on the surgeon’s management recommendation ( P = .0211), but were not significantly different based on sex, age, office location, visit type, appointment time subsection, or time spent with the physician ( P > .05). Conclusion: Wait times negatively correlated with satisfaction. New patient visits, appointment times in the later third of the day, appointments requiring an X-ray, and appointments involving a trainee had significantly longer wait times. Care should be taken to inform patients with visits involving these characteristics that they may experience longer than average wait times.
Style APA, Harvard, Vancouver, ISO itp.
9

Sheridan, Kathleen R., Josh Wingfield i Natalie Clouse. "592. A Pilot Program to Evaluate Home Telemedicine Visits in an OPAT Program". Open Forum Infectious Diseases 7, Supplement_1 (1.10.2020): S359—S360. http://dx.doi.org/10.1093/ofid/ofaa439.786.

Pełny tekst źródła
Streszczenie:
Abstract Background Outpatient parenteral antimicrobial therapy (OPAT) is a well-established and effective way of delivering and monitoring patients requiring long-term IV antibiotics1-2. OPAT follow-up appointments are typically in-office appointments. There is limited to no data regarding readmission rates and outcomes of OPAT patients that had home audio-visual (AV) telemedicine (TM) follow-up appointments3. Our OPAT Program began in December 2013 and serves a major academic Level 1 trauma center as well as several smaller community hospitals within our health system. The OPAT team is a multidisciplinary team consisting of ID Physicians, Nurse Practitioners, Pharmacist, Nurses and a Coordinator. Historically, we have evaluated patients in the office within 1-2 weeks of hospital discharge and just prior to antibiotic completion. However, there are several barriers to visit completion including lack of transportation, lack of perceived benefit of appointment by the patient, and other mobility issues. In July 2019, we began a pilot program of offering home AV TM visits. Methods We conducted a retrospective chart review of commercially insured OPAT patients discharged to home from UPMC Presbyterian from July 2019 to February 2020 that had home AV TM visits. We evaluated 30-day readmission rates and complication rates. Results 13 OPAT patients had a telemedicine video visit.. Patient demographics are listed in Table 1. 8 patients were female. The average age of the patients was 54 (range 35-75). 10 of the 13 (77%) patients were treated for osteomyelitis or septic arthritis. 9 of the 13 (69%)patients received a beta-lactam. 4 patients were readmitted, 3 had an ER visit and 1 patient had a PICC line complication (rash). (Figure 1). Half of the readmissions were due to non-infectious causes (OB delivery & pacemaker placement). 2 patients were readmitted due to ongoing infection but only one of these patients had a home TM appointment before their readmission. The other patient’s visit occurred after their readmission. Reasons for ER visits were PICC malfunction, dysuria, and syncope. Patient Demographics Clinical Outcomes Conclusion Home Telemedicine video visits could be an alternative to in-office appointments for OPAT patients. More studies should be done to evaluate this visit modality. Disclosures All Authors: No reported disclosures
Style APA, Harvard, Vancouver, ISO itp.
10

Ewen, Alana M., Rodolfo Villarreal-Calderon, Sara Lynch i Jeffrey I. Schneider. "Integrating Primary Care Appointments Into Resident Orientation". Journal of Graduate Medical Education 12, nr 6 (1.12.2020): 759–63. http://dx.doi.org/10.4300/jgme-d-20-00158.1.

Pełny tekst źródła
Streszczenie:
ABSTRACT Background Trainee well-being is a major concern for institutions and programs, yet many residents report suboptimal access to or contact with primary care for themselves. Objective To address the health care needs of residents, we developed a mechanism whereby all incoming residents were offered an appointment with a primary care clinician (PCP) during institutional intern orientation. Methods In April 2019, all incoming residents (17 specialties) were invited to participate. A collaboration involving the GME office and family medicine and internal medicine departments enabled interested residents to attend PCP appointments that were held at predesignated times during orientation and did not conflict with other orientation or learning activities. Residents received appointment details, and insurance billing processes were followed. A survey was administered to all participating PCPs and incoming residents 2 weeks following their scheduled PCP appointment. Results Of the 144 incoming residents, 118 (82%) participated. Among the 71 of 144 (49%) residents who responded to the survey, 94% indicated that they desired an appointment, with 90% attending the appointment as scheduled; 52% purposed their visit as an introduction for future appointments, while 15% requested prescription refills. All but one recommended that the initiative be offered again in the future. Seventy-two percent stated that participating in the PCP initiative definitely/probably led to improvements in self-care, and 76% indicated that participating definitely/probably made them more conscious of their health and well-being. Conclusions Integrating PCP appointments into orientation is feasible and was highly acceptable in a large academic medical center.
Style APA, Harvard, Vancouver, ISO itp.
Więcej źródeł

Rozprawy doktorskie na temat "Appointment to office"

1

Derfus, Stephanie J. "An analysis of preferred appointment confirmation methods as it correlates to patient age groups and its effect on dental recall appointment failures". Online version, 2009. http://www.uwstout.edu/lib/thesis/2009/2009derfuss.pdf.

Pełny tekst źródła
Style APA, Harvard, Vancouver, ISO itp.
2

Shields, Stephen N. "The training and appointment of pastors in the New Testament and its application for today". Theological Research Exchange Network (TREN), 1986. http://www.tren.com.

Pełny tekst źródła
Style APA, Harvard, Vancouver, ISO itp.
3

Feng, Qian. "A STUDY OF CIOS' SELECTION, COMPENSATION, AND TURNOVER". Diss., Temple University Libraries, 2015. http://cdm16002.contentdm.oclc.org/cdm/ref/collection/p245801coll10/id/314436.

Pełny tekst źródła
Streszczenie:
Business Administration/Accounting
Ph.D.
Implementation of the Sarbanes-Oxley Act and recovery in IT spending after the dot-com bust in 2002 have enhanced the Chief Information Officer's (CIO's) role and needed skills. The CIO significantly influences strategy implementation and firm performance through the management of IT resmyces. I posit that firms must appoint a CIO with an appropriate background (technical versus business) that is aligned with their strategic positioning (differentiation versus cost leadership) for IT resmyces to support the firm's strategy. I find that differentiators (cost leaders) are more likely to appoint a CIO with a technical (business) background. Notably, firms announcing aligned CIO appointments (technical CIOs for differentiators and business CIOs for cost leaders) have superior investor reactions. Second, I take the first step to understand the impact of CIO's education on determining their compensation. I find that CIO education characteristics are significant determinants of CIO compensation, addressing the ongoing debate regarding the desired CIO education. Furthermore, drawing on Agency theory, I separately examine salary and bonus due to their divergent roles in rewarding and incentivizing ability and effort. My findings suggest that CIO education characteristics strongly determine CIO salary whereas firm financial performance measures strongly determine CIO bonus, consistent with salary rewarding CIO ability and bonus incentivizing CIO effort. Third, I investigate the relationship between data breaches and Chief Information Officer (CIO) turnover. Executive turnover literature finds that CEOs and CFOs turnover when they fail to meet financial performance expectations. Unlike CEOs and CFOs, CIOs are directly responsible for IT performance and I argue that CIOs are more likely to turnover when they fail to meet their performance expectation as reflected by data breaches. Following previous work, I classify system breaches into system glitch, criminal attack, human error and other. I document that system glitches increase the likelihood of CIO turnover by two-fold. Furthermore, I find that the impact of system glitches on CIO turnover lasts for two years.
Temple University--Theses
Style APA, Harvard, Vancouver, ISO itp.
4

黃慧妍 i Wai-yin Erica Wong. "A study of the recruitment and selection of assistant education officer in the Education Department". Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 2001. http://hub.hku.hk/bib/B31966664.

Pełny tekst źródła
Style APA, Harvard, Vancouver, ISO itp.
5

Fallon, Marie M. "Quantitative Study of the Appointment Process of Local Board of Health Members in Ohio and the Relationship to Board Effectiveness". Bowling Green State University / OhioLINK, 2009. http://rave.ohiolink.edu/etdc/view?acc_num=bgsu1245267197.

Pełny tekst źródła
Style APA, Harvard, Vancouver, ISO itp.
6

West, Sandra Dean. "The Validity of the MMPI in the Selection of Police Officers". Thesis, North Texas State University, 1988. https://digital.library.unt.edu/ark:/67531/metadc500535/.

Pełny tekst źródła
Streszczenie:
This study examined the validity of the Minnesota Multiphasic Personality Inventory (MMPI) as a predictor for police officer selection. The MMPI profiles of 212 police officer applicants selected to enter the training academy were compared to the standardized MMPI norms. Significant differences between the police officers and the normative population were found on all but two scales. When the average profile of officers still on the police force was compared with the average profile of terminated officers, two scales were significantly different. Significant correlations were obtained between four MMPI scales and the academy score criterion and two scales each for the commendation and supervisory rating criteria. A prediction equation was developed for academy score using multiple regression analysis.
Style APA, Harvard, Vancouver, ISO itp.
7

Mthethwa, Kholekile F. "Training and localisation policy: a case study of Swaziland". University of the Western Cape, 2004. http://etd.uwc.ac.za/index.php?module=etd&amp.

Pełny tekst źródła
Streszczenie:
The aim of the study was to investigate why it was deemed necessary to train and localise the public and private sectors by the Swaziland government. The efforts began shortly before Swaziland attained independence in 1968. Many of the initiative to localisation started in pre-colonial Swaziland in 1966 leading to independence. The study also examined the drawbacks to training and localisation and how these were overcome. Swaziland inherited and was strongly dependent upon a strongly entrenched cadre of top-level public service and private administrators who were expatriates. The study also examined how far localisation has gone to date.
Style APA, Harvard, Vancouver, ISO itp.
8

Hwang, Guo Shwu-Jen. "Validity of the California Psychological Inventory for Police Selection". Thesis, North Texas State University, 1988. https://digital.library.unt.edu/ark:/67531/metadc500276/.

Pełny tekst źródła
Streszczenie:
The study examined the validity of using the California Psychological Inventory (CPI) as a tool for police selection. The mean CPI profile of 211 police applicants was first compared to that of the CPI norms. Five performance criterion measures--retention on the job, academy grades, supervisory ratings, commendations, and reprimands of police officers--were studied to investigate their relationships with the CPI scales. The results indicated that there were significant mean differences on all the CPI scales between police applicants and CPI norms. The scale of Flexibility significantly differentiated the criterion groups of retention on the job. The CPI was useful in predicting academy performance; however, it did not correlate well with job performance as measured by supervisory ratings, commendations, and reprimands.
Style APA, Harvard, Vancouver, ISO itp.
9

Szakonyi, David Scott. "Renting Elected Office: Why Businesspeople Become Politicians in Russia". Thesis, 2016. https://doi.org/10.7916/D8N879WQ.

Pełny tekst źródła
Streszczenie:
Why do some businesspeople run for political office, while others do not? Sending directors into elected office is one of the most powerful but also resource-intensive ways firms can influence policymaking. Although legislative bodies are populated with businesspeople in countries worldwide, we know little about which firms decide to invest in this unique type of nonmarket strategy. In response, I argue that businesspeople run for elected office when (1) they cannot trust that the politicians they lobby will represent their interests and (2) their firms have the resources available to contest elections. My theory predicts the probability of politician shirking (reneging on their promises) depends on whether rival firms have representatives in parliament and political parties are capable of enforcing informal quid pro quo agreements. Evidence to test my arguments comes from an original dataset of 8,829 firms connected to candidates to regional legislatures in Russia from 2004-2011. I find that both greater oligopolistic competition and weaker political parties incentivize businessperson candidacy, while the ability to cover campaign costs depends on the level of voter income and firm size. Do firms with directors holding elected political office then benefit from political connections? Using the same dataset but restricting the analysis to elections in single-member districts, I next employ a regression discontinuity design to identify the causal effect of gaining political ties, comparing outcomes of firms that are directed by candidates who either won or lost close elections to regional legislatures. I first find that a connection to a winning politician can increase revenue by roughly 60% and profit margins by 15% over their time in office. I then test between different mechanisms potentially explaining the results, finding that connected firms improve their performance by gaining access to bureaucrats and reducing information costs, and not by signaling legitimacy to financiers. Finally, winning a parliamentary seat is more valuable for firms where democratization is greater, but less valuable when firms face acute sector-level competition. This finding suggests that the intensity of economic rivalry, rather than the quality of political institutions, best explains the decision to send a director into public office.
Style APA, Harvard, Vancouver, ISO itp.
10

Kramer, Michael A. "A Leadership Profile of the Successful Transitional Pastor: A Delphi Study". Diss., 2018. http://hdl.handle.net/10392/5611.

Pełny tekst źródła
Streszczenie:
A LEADERSHIP PROFILE OF THE SUCCESSFUL TRANSITIONAL PASTOR: A DELPHI STUDY Michael Austin Kramer, Ph.D. The Southern Baptist Theological Seminary, 2018 Chair: Dr. Michael S. Wilder Over the last fifteen years denominational decline coinciding with megachurches led by iconic pastoral personalities has changed the playing field of pastoral transition. The current pastoral succession conversation has addressed the pastor’s responsibility in succession and provided snapshots of functional transitional plans. The question that now needs addressed is, “What does it take to be a transitional leader?” or “What is the leadership profile of a successful transitional pastor?” While the current literature contains hints at what the traits of a successful transitioning leader should be, these characteristics have yet to be statistically identified. Once systematically studied these traits would allow an individual to measure and improve areas of perceived growth. The purpose of this qualitative analysis of the characteristics of successfully transitioning pastors is to statistically identify the traits of a successful transitional pastor to prepare pastors to become transitional leaders. To accomplish this a qualitative study was prepared. Chapter 1 provides the need for the study—pointing to a void in the literature surrounding pastoral transition, specifically the identification of characteristics of successfully transitioning pastors. Chapter 2 reviews the current literature and distills 27 characteristics identified in pastoral, secular, and academic writings. Chapter 3 outlines the research design, which utilizes a Delphi study engaging an expert panel. Chapter 4 provides analysis of the Delphi panel results including a successful transitional pastoral profile and a transitional pastor competency model. Chapter 5 offers research applications noting the statistical prominence given to followership and confusion surrounding disciple-making, the statistical importance of the characteristics of willingness to let go of authority, concern for the church, and emotional maturity, as well as statistical implications for the use of a successful transitional profile and competency model for self-assessment, church leadership, and academic training.
Style APA, Harvard, Vancouver, ISO itp.
Więcej źródeł

Książki na temat "Appointment to office"

1

United States. Public Health Service. Special appointment authorities handbook. Wyd. 2. [Washington, D.C.?]: The Service, 1991.

Znajdź pełny tekst źródła
Style APA, Harvard, Vancouver, ISO itp.
2

Jinkins, Michael. Letters to new pastors. Grand Rapids, Mich: W.B. Eerdmans Pub. Co., 2006.

Znajdź pełny tekst źródła
Style APA, Harvard, Vancouver, ISO itp.
3

Rutkus, Denis Steven. Judicial nominations by President Reagan during the 99th Congress. [Washington, D.C.]: Congressional Research Service, Library of Congress, Major Issues System, 1986.

Znajdź pełny tekst źródła
Style APA, Harvard, Vancouver, ISO itp.
4

United States. Congress. House. Committee on the Judiciary. Bankruptcy Judgeship Act of 1992: Report (to accompany H.R. 5688) (including cost estimate of the Congressional Budget Office). [Washington, D.C.?: U.S. G.P.O., 1992.

Znajdź pełny tekst źródła
Style APA, Harvard, Vancouver, ISO itp.
5

Committee, California Legislature Senate Rules. Daniel E. Lungren, Office of State Treasurer: Hearing. Sacramento, CA (State Capitol, Box 942849, Sacramento 94249-0001): Copies from Joint Publications, 1988.

Znajdź pełny tekst źródła
Style APA, Harvard, Vancouver, ISO itp.
6

O, Sŏng-chʻun. Sinhak, yŏngsŏng, mokhoe. Sŏul-si: Changnohoe Sinhak Taehakkyo Ch'ulp'anpu, 1997.

Znajdź pełny tekst źródła
Style APA, Harvard, Vancouver, ISO itp.
7

Busch, A. S. Bernd. Zwischen Berufung und Beruf: Ein Beitrag zur Stellung des Pfarrers in unserer Zeit. Leipzig: Evangelische Verlagsanstalt, 1995.

Znajdź pełny tekst źródła
Style APA, Harvard, Vancouver, ISO itp.
8

Fox, Susan E. Here I am, Lord, now what?: Transition and survival in the first parish. South Charleston, WV (520 Second Ave., South Charleston, WV 25303): Tas[superscript 2]te of Ministry, 1995.

Znajdź pełny tekst źródła
Style APA, Harvard, Vancouver, ISO itp.
9

Library of Congress. Congressional Research Service, red. President Reagan's judicial nominations during the 100th Congress: A statistical overview and a listing of nominations confirmed or pending. [Washington, D.C.]: Congressional Research Service, Library of Congress, 1988.

Znajdź pełny tekst źródła
Style APA, Harvard, Vancouver, ISO itp.
10

Library of Congress. Congressional Research Service, red. President Reagan's judicial nominations during the 100th Congress: A statistical overview and a listing of nominations confirmed or pending. [Washington, D.C.]: Congressional Research Service, Library of Congress, 1988.

Znajdź pełny tekst źródła
Style APA, Harvard, Vancouver, ISO itp.
Więcej źródeł

Części książek na temat "Appointment to office"

1

Roach, Vincent K. "Appointment Scheduling by Computer". W Buying Equipment and Programs for Home or Office, 71–80. New York, NY: Springer New York, 1987. http://dx.doi.org/10.1007/978-1-4612-4708-1_12.

Pełny tekst źródła
Style APA, Harvard, Vancouver, ISO itp.
2

Bailey, Paul. "Appointments". W Mastering Office Practice, 240–44. London: Macmillan Education UK, 1985. http://dx.doi.org/10.1007/978-1-349-07876-9_16.

Pełny tekst źródła
Style APA, Harvard, Vancouver, ISO itp.
3

"Appointment to office". W Tertullian and the Church, 186–89. Cambridge University Press, 1995. http://dx.doi.org/10.1017/cbo9780511520204.015.

Pełny tekst źródła
Style APA, Harvard, Vancouver, ISO itp.
4

Bowman, Timothy, William Butler i Michael Wheatley. "‘The only privilege we have’: Wartime Officer Appointment". W The Disparity of Sacrifice, 176–98. Liverpool University Press, 2020. http://dx.doi.org/10.3828/liverpool/9781789621853.003.0006.

Pełny tekst źródła
Streszczenie:
There was a well-established tradition of the Anglo-Irish gentry serving as officers in the British army and this continued into the war. The British army, pre-war, was very class conscious with officers requiring a private income. The costs associated diminished in wartime but officers were still generally from upper and middle-class backgrounds. As with other recruitment in Ireland, officer recruitment was politicised. Officer Training Corps units pre-war were, almost exclusively, at Protestant schools and universities, which meant that few Catholics presenting themselves for commissions could claim previous military training. The War Office quickly commissioned large numbers of Ulster Volunteer officers, who had enlisted with their men in September 1914. Nationalists felt that they were less favoured by the War Office though the National MPs who sought commissions did not do so before 1915. Lieutenant General Sir Lawrence Parsons established a cadet company in the 16th (Irish) Division but this did not assuage Nationalist concerns. An Officer Selection Board was established in Dublin in the Summer of 1915 and, throughout the remainder of the war, it had some success in attracting Catholic recruits for officer training.
Style APA, Harvard, Vancouver, ISO itp.
5

Worthington, Sarah, i Sinéad Agnew. "6. Corporate Governance". W Sealy & Worthington's Text, Cases, and Materials in Company Law, 302–26. Oxford University Press, 2022. http://dx.doi.org/10.1093/he/9780198830092.003.0006.

Pełny tekst źródła
Streszczenie:
This chapter discusses the role of the directors and the board of directors as an organ of the company. It covers: the appointment of directors; eligibility for appointment as a director; defective appointments and the validity of acts of directors; publicity and the appointment of directors; acting as a board of directors; removal of directors; directors acting after their office is vacated; the rights of directors on termination of appointment; and directors’ disqualification.
Style APA, Harvard, Vancouver, ISO itp.
6

Brazier, Rodney. "Taking Office". W Ministers of the Crown, 79–86. Oxford University PressOxford, 1997. http://dx.doi.org/10.1093/oso/9780198259886.003.0005.

Pełny tekst źródła
Streszczenie:
Abstract There is often speculation at Westminster, in Whitehall, and in the media before Government changes take place, but the first reliable information which the general public will receive about a politician’s appointment to a ministerial office will be a news announcement through the broadcast or print media. Rumours of a Government reshuffle can be in political and public consciousness for weeks (and sometimes longer), and even when the drama is sharpened by a general election followed by a change of government the filling of the last ministerial office after polling day can take several days. The uncertainty for aspiring MPs and peers will end only either when they hear authoritatively that they are to go to a particular ministerial post, or when it is dear that all vacancies have been filled without them. The constitutional question in all this is how, and at what moment, a person’s appointment to the Government takes effect in law. This Chapter answers that question.
Style APA, Harvard, Vancouver, ISO itp.
7

Tochtermann, Peter. "Judges’ term of office". W Unified Patent Protection in Europe: A Commentary. Oxford University Press, 2018. http://dx.doi.org/10.1093/oso/9780198755463.003.0147.

Pełny tekst źródła
Streszczenie:
To guarantee sufficient continuity in filling the positions of judges of the Court and to provide for the institutional independence of those judges, judges will be appointed for a period of six years. The term begins on the date set out in the instrument of appointment. Where no date has been set out, the term begins on the date of the instrument of appointment.
Style APA, Harvard, Vancouver, ISO itp.
8

Skowronek, Stephen, John A. Dearborn i Desmond King. "Depth in Appointment". W Phantoms of a Beleaguered Republic, 127–64. Oxford University Press, 2021. http://dx.doi.org/10.1093/oso/9780197543085.003.0009.

Pełny tekst źródła
Streszczenie:
This chapter examines depth in appointment, focusing on the tension between qualifications for administrative office and expectations for presidential control. What Trump’s administration has brought to the fore are the suspicions harbored by a unitary executive toward qualifications per se and in the broadest sense of the term. Ability, sound judgment, commitment to assigned duties are all presumptive conditions on presidential control, implicit limits on political subordination, anticipated brakes on personal will. Conversely, the demand for executive branch unity elevates loyalty above all other qualifications. Here, we offer snapshots of the drive to dissolve administrative qualifications into loyalty to the president at several sites, considering: a hybrid arrangement at the National Security Council; the use of acting appointments at the Office of the Director of National Intelligence, Department of Homeland Security, and the Consumer Financial Protection Bureau; the assault on merit-based appointments for administrative law judges; and protections against at-will removal at independence agencies like the Federal Reserve.
Style APA, Harvard, Vancouver, ISO itp.
9

Anderson, Hamish. "Office-Holders". W The Framework of Corporate Insolvency Law. Oxford University Press, 2017. http://dx.doi.org/10.1093/oso/9780198805311.003.0011.

Pełny tekst źródła
Streszczenie:
At one level the title ‘office-holder’ is merely a convenient way generically to refer to the person (liquidator, administrator, or supervisor) who has the conduct of the insolvency proceeding in question. However, there is a burgeoning concept of the office-holder being a person to whom a number of privileges and responsibilities attach regardless of the form of the proceedings in which the appointment has been made.
Style APA, Harvard, Vancouver, ISO itp.
10

McGovern, Jonathan. "Appointment and First Days in Office". W The Tudor Sheriff, 64–81. Oxford University Press, 2022. http://dx.doi.org/10.1093/oso/9780192848246.003.0003.

Pełny tekst źródła
Streszczenie:
This chapter begins by discussing the laws governing the appointment of sheriffs. It explains the nature of the annual meeting on 3 November in which the Lord Chancellor, Lord Treasurer, and other officials met in the Exchequer Chamber to shortlist candidates for the shrievalty. This meeting produced a role of names to be conveyed to the king, who made the final decision by marking or pricking one name for each county. It discusses the politicking that happened behind the scenes in favour of certain candidates, but insists that factionalism never truly endangered the correct working of the shrieval system. The chapter also discusses the different methods of electing sheriffs in London and other towns. It explains the sheriff’s responsibilities during his first days in office, including the swearing of an oath, the text of which was revised in 1516.
Style APA, Harvard, Vancouver, ISO itp.

Streszczenia konferencji na temat "Appointment to office"

1

Lovtsov, V. "«The Governor's Corps under P.A. Stolypin: 1906–1911»: the first results of working with the database". W Historical research in the context of data science: Information resources, analytical methods and digital technologies. LLC MAKS Press, 2020. http://dx.doi.org/10.29003/m1808.978-5-317-06529-4/184-190.

Pełny tekst źródła
Streszczenie:
The article discusses the stages of creating a prosopographic database «The governor's corps under P.A. Stolypin: 1906–1911», its research potential and the first results of working with the database. The dynamics of the appointment of governors in European Russia under P.A. Stolypin is analyzed. It is concluded that most of the governors appointed under P.A. Stolypin took this post for the first time. The role of the vice-governor's office as a stage in the career of the governor under P.A. Stolypin is noted.
Style APA, Harvard, Vancouver, ISO itp.
2

Lovtsov, V. "«The Governor's Corps under P.A. Stolypin: 1906–1911»: the first results of working with the database". W Historical research in the context of data science: Information resources, analytical methods and digital technologies. LLC MAKS Press, 2020. http://dx.doi.org/10.29003/m1808.978-5-317-06529-4/184-190.

Pełny tekst źródła
Streszczenie:
The article discusses the stages of creating a prosopographic database «The governor's corps under P.A. Stolypin: 1906–1911», its research potential and the first results of working with the database. The dynamics of the appointment of governors in European Russia under P.A. Stolypin is analyzed. It is concluded that most of the governors appointed under P.A. Stolypin took this post for the first time. The role of the vice-governor's office as a stage in the career of the governor under P.A. Stolypin is noted.
Style APA, Harvard, Vancouver, ISO itp.
3

Marquezin, Thiago, i Felipe Lourenço. "iClinic: Software specialized in management of clinics and medical offices". W XIII Congresso Paulista de Neurologia. Zeppelini Editorial e Comunicação, 2021. http://dx.doi.org/10.5327/1516-3180.544.

Pełny tekst źródła
Streszczenie:
Introduction: iClinic is a company that develops software with the purpose of assisting the doctor in the business management of his office or clinic. We believe that healthcare professionals are increasingly intertwined with technology. With that in mind, we offer an efficient and intuitive system, allowing our users to increase their productivity, reduce costs, decrease the no show rate and save time so that they can focus on humanized service. Methodology: A study was structured in order to understand what the doctors’ difficulties were when they became entrepreneurs. In order to contribute to the health area and when realizing that professionals are unassisted in the face of technological advances in their routines, iClinic has developed software capable of managing essential medical care tasks, namely: administrative management, medical records and electronic prescription, agenda service, telemedicine and online appointment scheduling. Results: Through market studies, interviews, routine monitoring of offices and clinics, it was found that the stored information of patients was largely contained in paper charts, notebooks, diaries and spreadsheets. Therefore, the insertion of technology in the administrative routine of offices and clinics was extremely important. With the use of the software, doctors obtained greater control of information, better management of time, financial control, reduction in the show and increase in the number of consultations. Conclusion: The health sector has stood out over the years and iClinic has as a pillar to encourage the evolution of good practices using technology, so the software developed by iClinic contributes immensely to the doctor or professional who runs the clinic and / or office increase the level of organization and efficiency, as the use of technology in administrative activities is indispensable in the globalized world.
Style APA, Harvard, Vancouver, ISO itp.
4

Galavotti, Ilaria, i Carlotta D’Este. "Acquisition propensity in family firms: The multifaceted role of family involvement". W Corporate governance: Theory and practice. Virtus Interpress, 2022. http://dx.doi.org/10.22495/cgtapp17.

Pełny tekst źródła
Streszczenie:
Building on behavioral agency theory, we explore the role played by corporate governance characteristics of family firms in affecting their acquisition propensity. Specifically, we investigate family members’ ownership stake and their appointment to the board of directors as predictors of the likelihood to execute acquisitions. Furthermore, we explore the effect of having a family chief executive officer (CEO) and the generational step. Using a sample of 207 acquisitions executed by 93 Italian listed family firms in the 2014–2020 period, we find evidence that the extent of family ownership does not affect acquisitions propensity. Additionally, while family members on the board are negatively associated with acquisitions, the opposite emerges in case of a family CEO. Finally, the propensity to acquire does not appear to be driven by whether the firm is still in its founding generation or later generations
Style APA, Harvard, Vancouver, ISO itp.
5

Meadows, T. J. "Gas Turbine Training in the Royal Navy". W ASME 1988 International Gas Turbine and Aeroengine Congress and Exposition. American Society of Mechanical Engineers, 1988. http://dx.doi.org/10.1115/88-gt-240.

Pełny tekst źródła
Streszczenie:
This paper discusses the training given to the personnel of the Marine Engineering Branch of the Royal Navy to enable them to maintain and operate the main propulsion gas turbines fitted in the new generation of warships. Concentrating on the aspects appertaining to gas turbines, the paper describes the training given to both officers and enlisted men during their initial career training both ashore and at sea, and also outlines the training undertaken by personnel to prepare them for appointments to specific ships. Finally, the methods of validating this training to ensure that it meets the requirements of the Fleet are described.
Style APA, Harvard, Vancouver, ISO itp.
6

Escudeiro, Paula, Márcia Campos, Francisca Escudeiro i Nuno Escudeiro. "A serious game for the cognitive stimulation of seniors". W Intelligent Human Systems Integration (IHSI 2024) Integrating People and Intelligent Systems. AHFE International, 2024. http://dx.doi.org/10.54941/ahfe1004479.

Pełny tekst źródła
Streszczenie:
With the increasing number of elderly individuals in the Portuguese population and the consequent rise in cognitive decline associated with normal aging, there is a growing need to invest in mental health. This investment can be realized through the promotion of active aging and cognitive stimulation. Developing interactive tools that provide stimulation and motivation for everyday activities proves to be an effective strategy in slowing down cognitive decline. These tools aim to simulate familiar everyday scenarios for end-users, thereby encouraging regular use. This project focuses on the design and implementation of a platform to assist in evaluating and training the cognitive capacities of adults. The platform facilitates early awareness of cognitive deficiencies and stimulates users with pre-clinical symptoms, eliminating the need for visits to a medical office. It presents an innovative alternative to traditional tests conducted in clinical environments. Specifically, the platform recreates scenarios encountered during appointments with psychologists, transforming them into a game consisting of minigames. These minigames mimic real-world tasks, enabling a seamless integration of users' daily life results and enhancing their interaction with the environment. This approach aims to prevent the stress often associated with traditional cognitive stimulation programs and yield more accurate results without the pressure of a clinical setting. The primary goal is to develop a serious game that efficiently links simulation results to the daily activities of the targeted audience. This game adapts a scientifically validated cognitive training program to an Information Technology (IT) platform. The most significant outcome of this work is the cognitive stimulation of users and the effective integration of stimulation results. Through this serious game, the project strives to promote active aging, cognitive stimulation, and mental health using an interactive platform tailored to individual everyday life and activities.
Style APA, Harvard, Vancouver, ISO itp.
7

Saxena, Ankit, Larkin Hood, Guha Manogharan i Catherine Berdanier. "Characterizing the Training and Evaluation of Graduate Teaching Assistants (GTAs) at Research-Intensive Universities: Highlighting Best Practices and Opportunities for Reform". W ASME 2022 International Mechanical Engineering Congress and Exposition. American Society of Mechanical Engineers, 2022. http://dx.doi.org/10.1115/imece2022-91742.

Pełny tekst źródła
Streszczenie:
Abstract Graduate Teaching Assistants (GTAs) play a crucial role in undergraduate and graduate education in Mechanical Engineering (ME). Depending on the course and course instructor, GTAs hold a variety of responsibilities such as grading homework and exams, interacting with students in labs and during office hours, proctoring exams, and administrative and technical assistance to faculty. In less frequent cases, GTAs create course content or take the lead in the classroom. In many engineering departments, especially at research-intensive universities, GTA appointments are reserved for first-year students who have not yet found research funding, or to cover a lapse in research funding. This structure reflects a prioritization of research over teaching, compounded by a documented lack of formal pedagogical training for GTAs. GTAs may receive training in the form of short workshops with information pertaining only to their duties as GTAs and are rarely provided with formal evaluations from students and faculty. As each university, department, and even individual supervising faculty have differing expectations, training, and evaluations of GTAs, the levels at which graduate students as future faculty are trained for pedagogical roles are, at best, inconsistent. To propose opportunities for best practices in the training and evaluation of GTAs in Mechanical Engineering, however, it is necessary to characterize different existing paradigms of GTA support across mechanical engineering departments. This paper seeks to answer the following questions: 1. What are the existing patterns in how ME departments manage and support their graduate teaching assistants 2. How do multiple stakeholders associated with GTAs characterize the expectations, training, and evaluation of teaching assistants? To answer these research questions, we employ a content analysis of publicly available resources for Graduate TAs in Mechanical Engineering programs departments within the 14 universities in the Big 10+ academic alliance. Assuming the amount and the digital location/affiliation of digital resources corresponds with the integration of GTAs into departmental teaching priorities, our findings indicate a wide variety of different models through which GTAs are supported and evaluated. However, most Mechanical Engineering programs in the United States rely heavily on resources located outside of their respective Colleges of Engineering, leaning on the Graduate schools and universities more centrally, indicating only peripheral prioritization of the training and evaluation of GTAs. The patterns within these data lead to implications in terms of gaps in resources and summative assessment to better educate and evaluate GTAs to help them develop into the Mechanical Engineering faculty of the future.
Style APA, Harvard, Vancouver, ISO itp.
8

Miranda, Isabela, Antônio Luiz Frasson, Bartira Ercília Pinheiro da Costa, Martina Lichtenfels i Betina Vollbrecht. "HIGH LEVELS OF SATISFACTION WITH CARE AFTER BREAST CANCER SURGERY". W XXIV Congresso Brasileiro de Mastologia. Mastology, 2022. http://dx.doi.org/10.29289/259453942022v32s1040.

Pełny tekst źródła
Streszczenie:
Introduction: Despite improvements in surgical techniques, oncologic breast surgery can have a profound impact on women’s health. Advances in breast cancer treatment result in longer survival times, highlighting the importance of conceptions of quality of life and personal satisfaction. Evaluating these outcomes in surgical breast cancer patients provides essential information to improve shared decision-making. Objectives: The purpose of this study was to evaluate satisfaction with care in patients undergoing breast-conserving surgery (BCS) or nipple-sparing mastectomy (NSM) for the treatment of breast cancer. Methods: This is a retrospective cross-sectional study using a database of women who underwent BCS or NSM for breast cancer treatment from January 2017 to December 2017. All procedures were performed by a same senior breast surgeon. Clinical-pathological data were assessed from the medical record and the patient’s follow-up was updated during appointments. All patients filled out an electronic version of the BREAST-Q questionnaire. This study received approval from the ethics committee of the Pontifícia Universidade Católica do Rio Grande do Sul and all participants signed the consent form. Results: The BCS and NSM groups were composed of 75 and 70 women, respectively. Patients in the NSM group were younger at the time of surgery than those in the BCS group, with a mean age of 45.4 and 55.7 years, respectively (p <0.05). The median follow-up time since surgery was 29.2 months in the BCS and 28.1 months in the NSM group (p=0.876). Satisfaction with care was extremely high and not statistically different between groups. The related satisfaction scores by BCS and NSM groups were respectively: with surgeon 98.1±5.4 versus 96.3±8.8, with medical team 97.7±7.2 versus 94.8±16.8, with office staff 97.4±11.2 versus 96.9±8.2, and with surgeon’s information 80.8±23.8 versus 80.1±19.2. After adjustment for clinical-pathological variables, we found no difference in the results compared to the nonadjusted analysis. Conclusion: Our study shows that there is no difference in satisfaction with care between women who underwent BCS and NSM for the treatment of breast cancer. Furthermore, the level of satisfaction was extremely high in both groups, highlighting the importance of the support offered by the surgeon and his team, and patient’s involvement in the decision-making process regarding surgical treatment.
Style APA, Harvard, Vancouver, ISO itp.
9

Taechasapasith, T., i N. Silakorn. "Systematic Talent Management & Succession Planning". W ADIPEC. SPE, 2023. http://dx.doi.org/10.2118/216818-ms.

Pełny tekst źródła
Streszczenie:
Abstract This paper demonstrates how systematic Succession Planning is important to PTTEP business especially when we operate over 50 petroleum exploration, development, and production projects in more than 10 countries across several regions with the primary focus on Southeast Asia and the Middle East as well as other petroleum-prolific areas displaying investment opportunities, both E&P and beyond E&P businesses. It ensures that all critical positions are occupied continuously and gains more engagement from the PTTEP talent pool. In 2020, Succession Planning became one of the KPIs among Top Management resulting in "1st time solid Succession Planning". Career Review Committee comprises CEO and Top executives responsible for identifying, developing, and retaining talent and succession planning so we can sustain our strategy of "strengthen leadership to a sustainable organization." We partnered with a global consulting company for a talent assessment tool based on talent models and benchmarks using a nine-box grid matrix of potential together with performance and other consideration factors for talent identification. Once successors are identified, the Company designs an Individual Development Plan (IDP) which consists of a career rotation plan and development framework. With strong support from all management, in 2021 we achieved a set of solid succession planning to support business growth with a successor ratio of more than three successors in all executive posts. Since then, PTTEP management movement and appointment have been considered systematically and even more efficiently through a practical end-to-end talent management process, starting from talent assessment to identify talent and successor, and development to ensure readiness. We completed 100% of the Individual Development Plan (IDP) focusing on both career plans and competency gap closing for talents. By developing various development programs including accelerated programs partnering with world-class institutions and leading consulting companies, leadership training courses, mentoring programs, executive talks, and networking programs both online and offline, we got a high satisfaction score of over 80%. Impactful succession planning also saves costs from internal development and placement without high external executive hiring costs. This upcoming year, the focus is how to prepare workforces to expand to our new territories in the Beyond E&P. With the new business requirement, therefore, we plan to encourage and provide talents with more career advancement opportunities to rotate across their discipline to achieve new career goals and more challenging job opportunities to expand the successor pool in the future. This paper shows that systematic Succession Planning benefits the company as it keeps our workforce and talent pipeline stable. Its benefits, however, are not only for PTTEP itself but could be for the PTT Group as well, as it provides a valuable resource pool among them.
Style APA, Harvard, Vancouver, ISO itp.

Raporty organizacyjne na temat "Appointment to office"

1

Craig, James E. Post Implementation Analysis of San Antonio Multi-Service Market Consult and Appointment Management Office (CAMO). Fort Belvoir, VA: Defense Technical Information Center, grudzień 2007. http://dx.doi.org/10.21236/ada477411.

Pełny tekst źródła
Style APA, Harvard, Vancouver, ISO itp.
2

Metzger, Pamela R., Claire Buetow, Kristin Meeks, Blane Skiles i Jiacheng Yu. Greening Criminal Legal Deserts in Rural Texas. SMU Dedman School of Law, grudzień 2022. http://dx.doi.org/10.25172/dc.10.

Pełny tekst źródła
Streszczenie:
Texas’ rural communities urgently need more prosecutors and public defense providers. On average, Texas’ most urban areas have 28 lawyers for every 100 criminal cases, but rural areas only have five. Many rural prosecutor’s offices cannot recruit and retain enough staff. The Constitution’s promise of equal justice for all remains unfulfilled. Rural Texans charged with misdemeanors are four times less likely to have a lawyer than urban defendants. In 2021, only 403 rural Texas lawyers accepted an appointment to represent an adult criminal defendant. In 65 rural counties, no lawyer accepted an appointment. And the problem is getting worse. Since 2015, Texas has lost one-quarter of its rural defense lawyers. Many of them retired and have not been replaced.
Style APA, Harvard, Vancouver, ISO itp.
3

DoD Office of Inspector General. U.S. Army Contracting CommandRock Island Needs to Improve Contracting Officers Representative Training and Appointment for Contingency Contracts. Fort Belvoir, VA: Defense Technical Information Center, lipiec 2015. http://dx.doi.org/10.21236/ad1001800.

Pełny tekst źródła
Style APA, Harvard, Vancouver, ISO itp.
4

Sheridan, Anne. Annual report on migration and asylum 2016: Ireland. ESRI, listopad 2017. http://dx.doi.org/10.26504/sustat65.

Pełny tekst źródła
Streszczenie:
The Annual Report on Migration and Asylum 2016 provides an overview of trends, policy developments and significant debates in the area of asylum and migration during 2016 in Ireland. Some important developments in 2016 included: The International Protection Act 2015 was commenced throughout 2016. The single application procedure under the Act came into operation from 31 December 2016. The International Protection Office (IPO) replaced the Office of the Refugee Applications Commissioner (ORAC) from 31 December 2016. The first instance appeals body, the International Protection Appeals Tribunal (IPAT), replacing the Refugee Appeals Tribunal (RAT), was established on 31 December 2016. An online appointments system for all registrations at the Registration Office in Dublin was introduced. An electronic Employment Permits Online System (EPOS) was introduced. The Irish Short Stay Visa Waiver Programme was extended for a further five years to October 2021. The Second National Action Plan to Prevent and Combat Human Trafficking was published. 2016 was the first full year of implementation of the Irish Refugee Protection Programme (IRPP). A total of 240 persons were relocated to Ireland from Greece under the relocation strand of the programme and 356 persons were resettled to Ireland. Following an Oireachtas motion, the Government agreed to allocate up to 200 places to unaccompanied minors who had been living in the former migrant camp in Calais and who expressed a wish to come to Ireland. This figure is included in the overall total under the IRPP. Ireland and Jordan were appointed as co-facilitators in February 2016 to conduct preparatory negotiations for the UN high level Summit for Refugees and Migrants. The New York Declaration, of September 2016, sets out plans to start negotiations for a global compact for safe, orderly and regular migration and a global compact for refugees to be adopted in 2018. Key figures for 2016: There were approximately 115,000 non-EEA nationals with permission to remain in Ireland in 2016 compared to 114,000 at the end of 2015. Net inward migration for non-EU nationals is estimated to be 15,700. The number of newly arriving immigrants increased year-on-year to 84,600 at April 2017 from 82,300 at end April 2016. Non-EU nationals represented 34.8 per cent of this total at end April 2017. A total of 104,572 visas, both long stay and short stay, were issued in 2016. Approximately 4,127 persons were refused entry to Ireland at the external borders. Of these, 396 were subsequently admitted to pursue a protection application. 428 persons were returned from Ireland as part of forced return measures, with 187 availing of voluntary return, of which 143 were assisted by the International Organization for Migration Assisted Voluntary Return Programme. There were 532 permissions of leave to remain granted under section 3 of the Immigration Act 1999 during 2016. A total of 2,244 applications for refugee status were received in 2016, a drop of 32 per cent from 2015 (3,276). 641 subsidiary protection cases were processed and 431 new applications for subsidiary protection were submitted. 358 applications for family reunification in respect of recognised refugees were received. A total of 95 alleged trafficking victims were identified, compared with 78 in 2015.
Style APA, Harvard, Vancouver, ISO itp.
5

Savings Bank of New South Wales - Sydney (Head Office) - Secretarial - Trustees Papers - Holt, Thomas - appointment - 1856. Reserve Bank of Australia, wrzesień 2023. http://dx.doi.org/10.47688/rba_archives_2006/21383.

Pełny tekst źródła
Style APA, Harvard, Vancouver, ISO itp.
6

Savings Bank of New South Wales - Sydney (Head Office) - Secretarial - Trustees Papers - Donaldson, Stuart Alexander - appointment - 1856. Reserve Bank of Australia, wrzesień 2023. http://dx.doi.org/10.47688/rba_archives_2006/21382.

Pełny tekst źródła
Style APA, Harvard, Vancouver, ISO itp.
7

Government Savings Bank of New South Wales - Sydney (Head Office) - Secretary's Department - Head Office General Correspondence - Secretary's Department - Agents - Appointment and Remuneration - 1912-1933. Reserve Bank of Australia, wrzesień 2023. http://dx.doi.org/10.47688/rba_archives_2006/22347.

Pełny tekst źródła
Style APA, Harvard, Vancouver, ISO itp.
8

Savings Bank of New South Wales - Sydney (Head Office) - Mortgage (Investment) Department - Legal Documents - Appointment & Release, Matthias Hooper to George Miller - 21 March 1842. Reserve Bank of Australia, marzec 2021. http://dx.doi.org/10.47688/rba_archives_2007/10434.

Pełny tekst źródła
Style APA, Harvard, Vancouver, ISO itp.
9

Savings Bank of New South Wales - Sydney (Head Office) - Mortgage (Investment) Department - Legal Documents - Appointment & Release, George Miller to John Fairbairn - 20 September 1845. Reserve Bank of Australia, marzec 2021. http://dx.doi.org/10.47688/rba_archives_2007/10437.

Pełny tekst źródła
Style APA, Harvard, Vancouver, ISO itp.
10

Savings Bank of New South Wales - Sydney (Head Office) - Secretarial - Trustees papers - Cuff, W.H. - Absence, application, correspondence and legal opinion relating to appointment of Acting Managing Trustee - 1883. Reserve Bank of Australia, wrzesień 2023. http://dx.doi.org/10.47688/rba_archives_2006/21377.

Pełny tekst źródła
Style APA, Harvard, Vancouver, ISO itp.
Możesz być także zainteresowany rozszerzonymi bibliografiami na temat „Appointment to office” dla poszczególnych typów źródeł:
Artykuły w czasopismach Rozprawy doktorskie Książki
Oferujemy zniżki na wszystkie plany premium dla autorów, których prace zostały uwzględnione w tematycznych zestawieniach literatury. Skontaktuj się z nami, aby uzyskać unikalny kod promocyjny!

Do bibliografii