...[pic] PERFORMANCE MANAGEMENT AGREEMENT |Name of Incumbent |Designation |Line Manager |Designation |Agreement period | |SEPOSHOANE KOATLA |SENIOR CUSTOMS OFFICER |RAMONATE RAMONATE |SENIOR CUSTOMS OFFICER-TEAM LEADER |APRIL 2011-MARCH 2012 | The performance agreement has three elements: 1. Work plan – Part 1 2. Personal development plan – Part 2 3. Performance Review and Assessment –Part 3 | | |Part 1: Workplan | |Key performance Area (KPA) |Objectives |Activities |Performance measure |Targets and standards |Dependencies | |REVENUE COLLECTION |1. Exceed revenue by 11% per annum|1.1 collect all revenue due |Monthly collection |Daily collection & LRA set| ...
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...where dance is being created. In a traditional setting in a theater, audience members do not have the same free range to move around and explore the piece as they would when watching a site specific piece. When watching a performance in a theater setting you know what to expect, to an extent. Whereas in site-specific dance, the environment can change due to endless spaces available. In my opinion, site-specific dance tends to be a mysterious nature to it because typically when site-specific dance is performed people do not know what is going to happen. The “audience” sometimes becomes the audience without them even expecting to do so. If we were talking about a traditional performance on the the stage, you know what to expect. You may not know what the dancing is going to entail, but you know how the show will run, what genre you will be seeing, etc. You sit down in your seat, wait for the...
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...1. What, according to you, are some of the signs of a troubled employee that you have noticed? Changes in employee behavior can signify that an individual may have a personal problem that is interfering with their work performance. There are “red flags” in an employee’s behavior that can be used as indicators. There is usually no single event, but rather a noticeable pattern of change in the employee’s behavior, attitude or work activity. Individually, these signs may seem harmless enough but taken together they may represent a serious problem. It is important to avoid ignoring the initial indicators. These are some of the signs that might help you identify an employee who has a problem. Work Related Unable to concentrate on work and complete the given task/activities on time. Errors in the task completed Making excuses for substandard work Procrastination, inability to concentrate Self Major changes in personal appearance, attitude or behavior Problems with family, friends, co-workers, legal issues, financial issues Heightened anxiety, overly defensive 2. Have you come across any such individual/s at your organisations? YES 3. How have you handled the situation? A ONCE-to-be valuable and productive employee unexpectedly starts turning in less than an acceptable worker. More often than not, the root cause of such dramatic behavioural change is troubles - either personal or professional. Most employees develop some...
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...Analyzing a job Today's work environment requires employees to be skilled in performing complex tasks in an efficient, cost-effective, and safe manner. Training (a performance improvement tool) is needed when employees are not performing up to a certain standard or at an expected level of performance. The difference between actual the actual level of job performance and the expected level of job performance indicates a need for training. The identification of training needs is the first step in a uniform method of instructional design. A successful training needs analysis that will identify those who need training and what kind of training is needed. It is counter-productive to offer training to individuals who do not need it or to offer the wrong kind of training. A Training Needs Analysis helps to put the training resources to good use. One of the tools is called- Job Description. A job description is an internal document that lays out in detail the exact roles and responsibilities of a particular position. A job description can be used as a tool for new employee orientation by helping to set expectations, supervision and performance reviews. As it was discussed in the class, the primary purpose of a job description is to identify the essential functions of the position. According to the Equal Employment Opportunity Commission (EEOC), essential functions are those tasks or functions of a particular position that are fundamental to the position. Knowing...
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...of the notes played permitted each chord to appear and then disappear from the stage as if it were an actor in a play. The performance on November 7th allowed the lines to blur between the performer and the spectators. Thus, this essay will examine the temporal aspects of Andrew Lee’s recital, as well as what are the implications when the audience and the artist merge during a show. Allowing each note that he played on the piano to have room to “act” as if it were a character in a play created an awareness in perception of the sound that was heard. The time that lapsed between one note and another gave time to actually listen to what the note was saying, just as if a human actor was delivering a one word line. In either case, the spectator wants to understand what is being said to them, and what deeper meaning the actor is trying to convey. Music is usually played and heard with notes overlapping and resonating with and between each other. The timing between their arrival to the listener and when...
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...Supplier’s time schedule for performance. Roles for Developing the SOW Document Customer (End-User, Requestor) The Customers focus should be on defining: • What the SOW is expected to achieve? • What constitutes an acceptable deliverable? • When deliverables are due? • How are deliverables expected to be produced and provided? Buyer The Buyer’s primary role is to: • Consult and advise the Customer on how to structure Deliverables, Acceptance Criteria, and Tasks in a manner most likely to result in an effective contractual agreement, and to • Finalize the SOW document (incorporating Customer-generated content) in a format consistent with University standards. Steps for Writing the SOW 1. Provide background on the requirement, including the objective or purpose. Consider citing funding source information, historical precedent, or parallel sourcing efforts that provide additional information on your requirement. 2. Define the requirement and/or the services to be provided. 3. List the specific tasks to be performed by Supplier. • Categorize tasks as either major or sub-tasks. • Organize tasks in chronological order. • Define Supplier’s level of effort and all Supplier responsibilities. 4. Specify all required results and/or deliverables. Specify required milestones and due dates. 5. Identify the Period of Performance. The Period of Performance defines the anticipated...
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...attribute this effect to the fact that investors underreact to the release of firm-specific information. In detail, they compared the performance of stocks that have performed well in the past with those that have performed poorly, in 3-12 months’ time. Their theory is if stock prices either overreact or underreact to information consistently then profitable trading strategies that select stocks based on their past returns will exist. Previous studies in this area had shown that over a 3 to 5 year horizon, stocks that had performed poorly over the previous 3 to 5 years achieved higher returns than stocks that performed well over the same period. Their study covered the period from 1965 to 1989, involved ranking each company at the beginning of each month by its returns over the last ‘J’ months. Based on these rankings, ten equally weighted decile portfolios are constructed, with the portfolio comprised of those companies with the strongest historical returns and the portfolio with the lowest historical returns. The timeframes for both ‘J’ and ‘K’ horizons were 3, 6, 9 and 12 months. They constructed portfolios based on companies’ 3 month historical returns, and looked at their performance over the subsequent 3, 6, 9 and 12 months. The paper focused largely on the ‘zero cost’ portfolios, representing the difference in performance between the ‘winners’ and ‘losers’. It is important to note that momentum strategy appears to be temporary in nature. Over short...
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...Let’s suppose the prediction for the sales demand that Ann Queen derived from other comparable events is accurate. It is relatively easy to figure out the possible DVDs that can be sold with expected probability if we draw a decision tree. From the above tree graph, we can tell that the total possibility to sell 4000 DVDs in Saturday and Sunday is 25%. If Ann Queen’s expectation about the possibility of DVD sold is accurate and nothing new information will be available after Friday’s and Saturday’s performance, we can calculate expected numbers of DVD that should be produced based on numbers of DVDs that expected to be sold. Because we do not want to over produce DVDs than we can sell. We want to produce exactly the same number of DVDs as what we can sell. Under this philosophy, since we can calculate the numbers of DVDs that expected to be sold is 3500. The number of DVDs that we need to produce is also 3500, which we believe can maximize our expected monetary value. Suppose Ann Queen decided to produce 3500 DVDs. We can calculate the EMV to be: 0.5*[2000*(14-3)-3500*3]+0.25[3500*(14-6)]+0.25*[3500*(14-6)]-15000=$4750 If for some reason Ann Queen can get exclusive information about how many DVDs she can sell exactly on Saturday and Sunday, I will suggest her to produce exact number of DVDs that can be sold without any over production. In this case, we have four scenarios to calculate profits: First scenario: Saturday 1000 and Sunday 1000 Total profit: 2000x8-15000=$1000 ...
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...or private insurers often have an explicit goal of returning the injured party to previous or comparable levels of employment. In such cases, it is important to identify required job tasks and expected performance levels. Such information creates targeted outcomes for the rehabilitation program. The overall rehabilitation process is guided by the job analysis through a process wherein assessed levels of current functional capacity are compared to the required job performance demands (Loisel et al. 2001). Identified gaps between worker capacity and job demands are then addressed through restorative programs and/or job modification. Work transition planning In rehabilitation the job analysis is used to provide information to match the injured worker with tasks that can be safely performed on initial resumption of duties following an absence or time away from regular duties. The job analysis information serves as the foundation for a graduated work resumption process that optimizes productivity and compliments the rehabilitation program and injury recovery. Regular review of the job analysis is used to identify job demands that are suitable to the worker's capacities throughout the recovery process until the worker resumes the pre-injury job or reaches an optimal level of performance in a different job. Vocational planning Persons with disabilities who have never worked, or are seeking new careers following catastrophic injury are typically assessed to determine work...
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...The industry has high barriers to entry. Companies have economies of scale that it requires a large amount of capital to buy the equipment. Existing companies have cost advantages that they have higher reputation in the industry. People tend to choose a high quality performance since the tickets are expensive. On the other hand, high quality performers and performing groups will choose famous performing arts companies to corporate. Therefore, it is necessary for companies to have high reputation in order to succeed in the industry. The well-developed distribution channel is also important for entering the industry. Companies need to corporate with other organizations to distribute their tickets. Rivalry The rivalry of the performing arts industry is high. According to the performing arts industry report by IBISWorld, the industry’s revenue growth forecast is 1.9% increase per year till 2016 (Gotas, 2011). The industry growth is slow. In addition, there are many competitors in the industry. In Los Angeles, there are many other performing arts companies, such as Walt Disney Concert Hall, LA Phil, and Hollywood Bowl. There are exit barriers for the industry. Since a lot of equipment are needed for the performances and they are expensive, the fixed cost is high. It leads to the high exit barriers. Buyer Power The buyer power of the industry is medium. Customers are considered as the main group of buyers. Since the companies would also sell or rent their customs or equipment to...
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...Forecasting MCQs Contains: in a random basis Gleim Book Gleim CD IMA - Retired 2005 IMA - Retired 2008 By: Mohamed “hengoo” to dvd4arab.com members Gleim CMA Test Prep: Part 1: Financial Planning, Performance, and Control (119 questions) [1] Gleim #: 1.5.133 -- Source: CMA 691 4-1 The expected monetary value of an act is the A. B. C. D. Revenue minus the costs for the act. Conditional profit (loss) for the best event times the probability of each event’s occurrence. Sum of the conditional profit (loss) for each event. Sum of the conditional profit (loss) for each event times the probability of each event’s occurrence. [Fact Pattern #1] Proper Propeller, Inc. plans to manufacture a newly designed high-technology propeller for airplanes. Proper Propeller forecasts that as workers gain experience, they will need less time to complete the job. Based on prior experience, Proper Propeller estimates a 70% cumulative learning curve and has projected the following costs. Cumulative number Manufacturing Projections of units produced Average cost per unit Total costs 1 2 $20,000 14,000 $20,000 28,000 [2] Gleim #: 1.3.98 -- Source: CMA 0408 1-148 (Refers to Fact Pattern #1) If Proper Propeller produces eight units, the average manufacturing cost per unit will be A. B. C. D. $14,000 $9,800 $1,647 $6,860 [3] Gleim #: 1.4.104 -- Source: CMA 1293 4-25 The four components of time series data are secular trend...
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...While I did not approach this task with anticipation, the enthusiasm from my clients made the prospect of this event somewhat bearable. I prepared myself to suffer through interminable boredom and cringe-worthy acting I expected. It didn't take long from the opening scene, for me to realize that my preconceived notions were false. I became engrossed in the story presented and forgot that I was watching a live play. The events flowed smoothly and managed to keep me engaged. I expected mistakes and long, awkward pauses from the performers, however was presented with a group of exceedingly, talented actors, who managed to impress from the start. Though I tried, i could not curb the emotions evoked from the performance so I just let the tears flow. This emotional response stemmed from a connection to the characters. The second occasion came about through similar circumstances. At the request of several of my clients, I arranged an outing to see the play Hair Spray. While I was not eager to attend this play, I was curious as to how it would compare to the movie version, which I loved. I did not think that the play would have the same affect on me as did the movie. Once again, I was wrong and, like the movie,...
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...of the time I hired a new administrative assistant about six months ago to (a) keeping track of the branch's $300,000 budget; (b) making your travel arrangements and providing you with graphics and word processing support; and (c) providing administrative support for the other four members of the research branch. Sue’s performance has been less than satisfactory especially in the last month. Sue will often put in a full eight hour day, even overtime, but still not complete all of her job responsibilities without help from the other members in the research branch. Unfortunately, failing to keep up with the research branch budget is not Sue's only workrelated problem. Although Sue is very good at following clear instructions and completing projects and tasks she has previous experience with (except the budget), Sue is not very good at thinking through the requirements of new tasks and projects. All of the other branch members have worked for me for over two years, and I have developed a close working relationship with each one of them. Because of this relationship, the other members of the branch have privately told me how dissatisfied they are with Sue's performance; they feel their energies are being drained by Sue, which, in turn, is hampering their ability to complete their own projects and job responsibilities. What should I do? * Strengths: Sue was the only one who received the job out of one hundred candidates. She has over 15 years of secretarial and administration experience...
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...Analyze the Thomas’s situation He proved himself to be very talented and intelligent, but he failed to satisfy the expectations of company and his superiors, Davis and Mcdonald. His direct expression for his ideas and his overly confident and arrogant personality made him to be unable meet office politics. His superior, Davis pointed out that he is “truly disappointed with Thomas’s work” and he has concerns with his “attitude and job performance”. Therefore, now he is situation to be receiving a dismissal in his position. Mistakes 1 (culture, power dependency) Green violates the group’s norms and regulation. Norms is a acceptable standards of behaviour within a group that are shared by group members. It is important because: • Facilitates group’s survival • Increase predictability of member’s behaviour • Decrease embarrassing interpersonal problem for members • Allows members to express central value of group and clarity what’s distinctive about group’s identity • It increase solidarity and cohesiveness His direct expression for his ideas and his overly confident and arrogant personality make him to be unable meet office politics. Green knows his capability and intelligent talent than any other people. Therefore he feels he has a right to express his idea under any circumstances and thinks his actions and choices are always right. More importantly, after his promotion, he admits his legitimate power in the office and thinks his power is equal to the Davis, his...
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...Needs Analysis: How to determine training needs Chapter Highlights 1. Types of Needs Analyses 2. Knowledge, Skills, Abilities 3. Techniques 4. Checklist for evaluating an assessment Training Needs Analysis: The process of identifying training needs in an organization for the purpose of improving employee job performance. Introduction Today's work environment requires employees to be skilled in performing complex tasks in an efficient, cost-effective, and safe manner. Training (a performance improvement tool) is needed when employees are not performing up to a certain standard or at an expected level of performance. The difference between actual the actual level of job performance and the expected level of job performance indicates a need for training. The identification of training needs is the first step in a uniform method of instructional design. A successful training needs analysis will identify those who need training and what kind of training is needed. It is counter-productive to offer training to individuals who do not need it or to offer the wrong kind of training. A Training Needs Analysis helps to put the training resources to good use. Types of Needs Analyses Many needs assessments are available for use in different employment contexts. Sources that can help you determine which needs analysis is appropriate for your situation are described below. * Organizational Analysis. An analysis of the business needs or other reasons the training is desired. An analysis...
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