DRAFT EXECUTIVE COMPENSATION PROGRAM
|
|
- Lewis Eaton
- 5 years ago
- Views:
Transcription
1 Background DRAFT EXECUTIVE COMPENSATION PROGRAM In 2010, the Province of Ontario legislated a two-year compensation freeze for all non-unionized employees in the Broader Public Sector which prohibited increases to compensation including rates of pay, pay ranges, benefits, and other payments, but allowed for employees to progress through the ranks if their terms and conditions of employment included a salary grid. In 2012, the Province lifted the compensation freeze for all non-unionized employees but continued a freeze on all elements of compensation for designated executives and certain office holders, including performance pay envelopes. These compensation restraint measures continue to apply until a new executive compensation framework becomes effective for an employer. In September 2016, the Executive Compensation Framework Regulation under the Broader Public Sector Executive Compensation Act (BPSECA) came into force. The intent of this Regulation was to ensure responsible and transparent administration of executive compensation in the Ontario broader public sector through the development of an approved executive compensation framework. Under BPSECA, a process was defined to develop an executive compensation framework that applies to designated executive positions at specific Ontario institutions. The framework must identify the executive positions, include the compensation philosophy, set salary and performance-related pay caps and specify a maximum rate by which the total executive salary and performance-related pay envelope could be increased in each year. In determining the salary ranges and performance pay targets, the framework must be based on a comparable peer group that consists of a minimum of eight comparator organizations with specific rationale that explains why these specific comparator organizations were chosen. The salaries and performance pay for similar jobs at these comparator organizations are then to be used to determine a contemporary executive compensation framework and to set the maximum rate of pay for executive roles and their respective incumbents. As per the Executive Compensation Framework Regulation under the Broader Public Sector Executive Compensation Act (BPSECA), the Board of Directors of the Northern Ontario School of Medicine ( NOSM ) has the lead responsibility for executive compensation philosophy framework development, including: Developing an executive compensation framework that meets the criteria specified above; Submitting the proposed framework to the Ministry of Advanced Education and Skills Development and securing its approval of the comparator organizations and of the proposed maximum rate of increase to its salary and performance-related pay envelope; After receiving approval by the Ministry to do so, seeking public comment by posting its proposed framework on its public-facing website for a minimum of 30 days; Submitting to the Ministry the summary of the public feedback received and any changes being made to the program; Approving the final Executive Compensation Framework and posting it on its website; and, Approving all wage increases for designated executives. 30-Day Public Consultation April 3, 2018 Page 1 of 7
2 In support of this initiative, NOSM retained the services of Mercer Canada to provide 3rd party advice, guidance, and support, in order to ensure compliance with the BPSECA, as well as good practices for independence and governance. Who We Are To help overcome a longstanding chronic physician shortage in Northern Ontario, the Government of Ontario established the Northern Ontario School of Medicine (NOSM) in NOSM was created as a not for profit corporation with a social accountability mandate to improve the health and wellness of Northerners. Since its official opening in 2005, NOSM has developed and delivered a distinctive model of distributed, community-engaged medical education and research. While NOSM is affiliated with Lakehead University in Thunder Bay and Laurentian University in Sudbury, for degree granting purposes only, NOSM is a stand-alone legal entity with its own governance and corporate reporting. Teaching and research occurs at over 90 communities across Northern Ontario with over 1,400 part-time clinical and stipendiary faculty. The entire geography of Northern Ontario serves as the campus of NOSM. The School s 1,400+ faculty members educate physicians, dietitians, physician assistants, audiologists, occupational therapists, physiotherapists, and speech-language pathologists in over 100 clinical teaching sites across Northern Ontario. Learners are woven into the fabric Northern Ontario s communities, where they learn in context about the determinants of health relevant in the region. NOSM has become a significant recruitment strategy that is helping Northern communities attract and retain health-care professionals. In addition, NOSM provides hundreds of hours of continuing education each year across the North, preventing physicians and health professionals from having to leave the North in order to maintain their license to practice. Most importantly, NOSM has dramatically changed the healthcare landscape in Northern Ontario, and significantly contributed to improvements in health care and economic growth throughout the North. Designated Executives As a fully independent and standalone school of medicine, NOSM needs to attract and retain a strong executive team to lead and guide a truly unique organization, with a mandate that is critically important to the health of the Northern Ontario communities that it serves. In this regard, the proposed Executive Compensation Framework will apply to the following designated executive positions at NOSM: 1. President, Dean & Chief Executive Officer 2. Vice-President & Deputy Dean, Community Engagement 3. Vice-President & Senior Associate Dean, Postgraduate Education 4. Vice-President & Senior Associate Dean, Research 5. Vice-President & Chief Operating Officer 6. Vice-President & Associate Dean, Faculty Affairs & CEPD 7. Vice-President & Associate Dean, Undergraduate Medical Education 30-Day Public Consultation April 3, 2018 Page 2 of 7
3 Compensation Philosophy In order to attract and retain executive talent and the necessary leadership team with the requisite high-calibre skills and knowledge, executives are typically recruited from other universities, schools of medicine, and the broader healthcare sector, and from as far away as Australia. Accordingly, NOSM s executive compensation program is designed to attract and retain highly qualified leaders with the necessary skills, qualifications and experience to lead a truly unique academic medical institution operating across Northern Ontario. In support of NOSM s mandate and strategic context, the following principles were used to guide the design and governance of the executive compensation strategy: Aligned with NOSM's strategic direction, business model, and organization design Optimizing the attraction and retention of key executive talent; To the greatest extent possible, aligning with and supporting NOSM s unique medical school and corporate mandate and enabling business model; Providing meaningful transparency both in terms of process and content; Development of formal salary ranges to manage salary positioning and competencybased progression; Contemporary practices and standards for internal equity differentiation between executive classification and compensation levels; Externally equitable against a relevant and comparable set of peer organizations, and; Based on a total rewards approach to compensation. Determining Compensation Levels Comparator Group While the legislation allows for comparison with any broader public sector organizations, NOSM s comparator group was specifically selected from the higher education and health care sectors, given the need to attract and retain specialized sector-specific skill sets. Further, given NOSM s distributed education model and broad geographic coverage of services, a special focus was placed on Northern Ontario academic and healthcare institutions, in order to ensure that NOSM s compensation strategy is aligned with its critically important strategic partnerships in the North. The comparator peer group is also based on objectively measured criteria and qualitative considerations such as NOSM s mandate and scope of programs and services, and its most likely competitors in the labour market for executive talent attraction and retention. Comparable positions were chosen from these comparators that were generally similar with respect to core roles and responsibilities, essential competencies (knowledge, skills, and abilities), relative complexity, and the level of accountability associated with the position. Based on the above criteria, the following comparator organizations were chosen (for details on each of the comparators, please see Appendix A): 1. McMaster University: School of Medicine 2. Queen s University: School of Medicine 3. University of Ottawa: School of Medicine 4. University of Western Ontario: School of Medicine 5. Lakehead University 30-Day Public Consultation April 3, 2018 Page 3 of 7
4 6. Laurentian University 7. Health Science North 8. Sault Area Hospital 9. Thunder Bay Regional Health Sciences Centre 10. Royal College of Physicians and Surgeons of Canada 11. The Medical Council of Canada Executive Compensation Framework Based on the analysis of related executive compensation pay practices across the identified peer group comparators, contemporary executive pay structures (minimum to maximum base salary ranges), and with due regard to the BPSECA regulations, the following Executive Compensation Framework is recommended for adoption. As summarized below, this framework consists of four tiers of pay with specific executive position placement based on relative levels of accountability and job value (internal equity), and peer group practices. Pursuant to the Regulations, the maximum salary and performance-related pay caps for each of the four tiers and designated executive positions are based on the 50th percentile of comparator peer group total cash (base salary plus variable pay-at-risk) compensation practices. Consistent with pay practices in the peer group, NOSM's executive compensation framework does not include a pay-at-risk component. Tier of Pay Designated Executive Positions Base Salary Range Minimum Base Salary Base Salary Range Maximum Tier 1 Dean & Chief Executive Officer $297, ,300 Tier 2 Tier 3 Tier 4 Vice-President & Deputy Dean, Community Engagement Vice-President & Senior Associate Dean, Postgraduate Education Vice-President & Senior Associate Dean, Research Vice-President & Chief Operating Officer Vice-President & Associate Dean, Faculty Affairs & CEPD Vice-President & Associate Dean, Undergraduate Medical Education $231,900 $289,900 $202,500 $253,100 $176,800 $221,000 Designated Executive Salary and Performance-Related Pay Envelope NOSM s total pay envelope for designated executives for the period of April 1, 2016 to March 31, 2017 was $1,624,545. The proposed maximum rate of increase to the total pay envelope is 4.5%. This increase reflects an implementation plan that will allow NOSM to position each of the 30-Day Public Consultation April 3, 2018 Page 4 of 7
5 current executives within their respective salary ranges with the ability/option to provide movement within the salary range on an annual basis. The maximum rate of increase to the compensation envelope was determined based on the incumbent s base salary range placement, competency, performance, and tenure. Conversion costs to implement the proposed Executive Compensation Framework (and related rate of increase to the compensation envelope) are based on the following: Individual salary adjustments based on executive competency profiles, performance, and tenure applied to allow for movement within the salary range. Flexibility to provide future economic increases as appropriate and in line with the governments directives with respect to annual salary scale increases In determining the appropriate maximum rate of increase, NOSM considered four of the five factors outlined in Section 3.3 of the BPSECA Framework Regulation (note that the fifth applies where significant expansion of operations is planned, which is not currently the case for NOSM): 1. The financial priorities and the compensation priorities of the Government of Ontario, as indicated in the Speech from the Throne, the Budget, the Economic Outlook and Fiscal Review, and the public documents of the Crown in right of Ontario, the Cabinet, the Treasury Board and the Management Board of Cabinet. The Government of Ontario s priorities include controlling costs, providing accountability to the public regarding provincial-wide services, and making those services cost-effective. In order to best support these priorities, NOSM needs to be able to attract and retain qualified executives who are capable of leading a truly unique and important organization, and ensure that it delivers high quality health care education services to Ontario constituents and providing medical education to the future physicians of Northern Ontario, while managing its public funding responsibly. NOSM operates in compliance with legislation and in alignment with the Government's priorities. 2. Recent executive compensation trends in the part of the Canadian public sector and broader public sector that is in the industry within which the designated employer competes for executives. Executive compensation trends, and more specifically peer group reference points, were generally based on the Ontario healthcare and education sectors where NOSM competes for executive talent. The proposed rate of increase for comparable organizations (hospitals and universities) complying with BPSECA is forecasted to range from 4% to 5%. Further, according to Mercer (Canada) Limited s compensation planning forecast for 2018, Canadian broader public sector executive base salary increases are forecasted to be in the range of 3%, excluding variable pay-at-risk. 3. A comparison between the percentage of the designated employer s operating budget that is used for executive salary and performance-related pay and the percentages of the operating budgets of the designated employer s comparator organizations under section 3 that are used for executive salary and performance-related pay. Given NOSM s mandate, scope of services, and diverse organization, and its determined peer group of comparators, NOSM s proposed executive compensation budgets are comparable to its peer group comparators. 30-Day Public Consultation April 3, 2018 Page 5 of 7
6 4. The effect on attracting talent to the designated employer s executive positions, and retaining talent in the designated employer s executive positions, of the difference between the salary and performance-related pay range for those positions and the salary and performance-related pay ranges for the employees or office holders who directly report to the holders of those positions. In addition to the government's financial priorities, as well as the need for external labour market competitive positioning given the reality that employers in the medical education and academic health sciences sectors are challenged with, it is important to consider internal relativities within an organization as a critical factor in attracting and retaining talent. Accordingly, NOSM also considered the both current rates of pay, and in-range increases provided to non-executive managers and other NOSM employees. The proposed executive compensation framework will result in contemporary differences and relativities between management and executive pay levels and addresses current compression challenges. 5. Any significant expansion in the operations of the designated employer that is not the result of a significant organizational restructuring. O. Reg. 187/17, s. 3. There are no significant organizational changes anticipated at NOSM at this time. 30-Day Public Consultation April 3, 2018 Page 6 of 7
7 Appendix A Comparator Organization Details NOSM s Core Enterprise-Wide Peer Group Comparator Organization 1. McMaster University: School of Medicine 2. Queen s University: School of Medicine 3. University of Ottawa - School of Medicine 4. University of Western Ontario: School of Medicine 5. Lakehead University 6. Laurentian University 7. Health Science North 8. Sault Area Hospital 9. Thunder Bay Regional Health Sciences Centre 10. Royal College of Physicians and Surgeons of Canada 11. The Medical Council of Canada Mandate Description The Michael G. DeGroote School of Medicine, known as the McMaster University School of Medicine prior to 2003, is the medical school of McMaster University in Hamilton, Ontario, Canada. It is operated by the McMaster Faculty of Health Sciences The Queen's School of Medicine is a unit of the Faculty of Health Sciences at Queen's University responsible for research, as well as undergraduate and graduate education in Medicine The Faculty of Medicine at the University of Ottawa is a bilingual medical school in Ottawa, Ontario. The Schulich School of Medicine & Dentistry is the combined medical school and dental school of the University of Western Ontario, one of 17 medical schools in Canada and one of six in Ontario Lakehead University is a public research university with campuses in Thunder Bay and Orillia, Ontario. Lakehead University works in partnership with the Northern Ontario School of Medicine, which acts as the University s school of medicine. Laurentian University, which was incorporated on March 28, 1960, is a mid-sized bilingual university in Greater Sudbury, Ontario. Laurentian University works in partnership with the Northern Ontario School of Medicine, which acts as the University s school of medicine. Health Sciences North is an academic health science centre in Greater Sudbury, Ontario. HSN offers a variety of programs and services, with regional programs in the areas of cardiac care, oncology, nephrology, trauma and rehabilitation. HSN s academic health science centre is affiliated with the Northern Ontario School of Medicine. Serving a catchment population of approximately 115,000 SAH provides primary, secondary and select tertiary services to residents in Sault Ste. Marie and the District of Algoma. Thunder Bay Regional Health Sciences Centre is an acute care facility serving Thunder Bay and much of Northwestern Ontario. The hospital s academic health science centre is affiliated with the Northern Ontario School of Medicine. The Royal College of Physicians and Surgeons of Canada is a regulatory college which acts as a national, nonprofit organization established in 1929 by a special Act of Parliament to oversee the medical education of specialists in Canada The Medical Council of Canada (MCC) is an organization that is charged with assessing medical candidates, evaluation of physicians through exams and granting a qualification called Licentiate of the Medical Council of Canada (LMCC) to those who wish to practice medicine in Canada. 30-Day Public Consultation April 3, 2018 Page 7 of 7
2. Related Documents (refer to policies.rutgers.edu for additional information)
Policy Name: Clinical Affiliation Agreements Approval Authority: RBHS Chancellor Originally Issued: Revisions: 6/20/13 1. Who Should Read This Policy All Rutgers University research faculty and staff within
More informationImproving recruitment, hiring, and retention practices for VA psychologists: An analysis of the benefits of Title 38
Improving recruitment, hiring, and retention practices for VA psychologists: An analysis of the benefits of Title 38 Introduction / Summary Recent attention to Veterans mental health services has again
More informationProgram Change Proposal:
Program Change Proposal: Provided to Faculty in the following affected units: Department of Management Department of Marketing School of Allied Health 1 Department of Kinesiology 2 Department of Animal
More informationREGULATION RESPECTING THE TERMS AND CONDITIONS FOR THE ISSUANCE OF THE PERMIT AND SPECIALIST'S CERTIFICATES BY THE COLLÈGE DES MÉDECINS DU QUÉBEC
(This version is offered as a courtesy and holds no official value.) Professional Code (R.S.Q., c. C-26, s. 93, sub. c and c.1, 94 par. i and 94.1) DIVISION I GENERAL PROVISIONS 1. The purpose of this
More informationUnderstanding University Funding
Understanding University Funding Jamie Graham Registrar and AVP, Institutional Planning Brad MacIsaac AVP Planning & Analysis, and Registrar Where does Funding Come From Total Revenue Ontario $13.1B Other
More informationTABLE OF CONTENTS. By-Law 1: The Faculty Council...3
FACULTY OF SOCIAL SCIENCES, University of Ottawa Faculty By-Laws (November 21, 2017) TABLE OF CONTENTS By-Law 1: The Faculty Council....3 1.1 Mandate... 3 1.2 Members... 3 1.3 Procedures for electing Faculty
More informationCulture, Tourism and the Centre for Education Statistics: Research Papers 2011
Table 2 Memorial University 99,256 84,168 72,852 57,764 153,950 125,660 89,826 67,194 Annual increment 1,886 1,886 1,886 1,886 University of Prince Edward Island 1 91,738 72,287 58,062 49,614 126,903 108,831
More informationCulture, Tourism and the Centre for Education Statistics: Research Papers
Catalogue no. 81-595-M Culture, Tourism and the Centre for Education Statistics: Research Papers Salaries and SalaryScalesof Full-time Staff at Canadian Universities, 2009/2010: Final Report 2011 How to
More informationPUBLIC FINANCE IN CANADA >CANA
PUBLIC FINANCE IN CANADA >CANA If searched for the ebook PUBLIC FINANCE IN CANADA >CANA in pdf form, in that case you come on to the right site. We furnish the full variant of this book in doc, DjVu, epub,
More informationPosition Statements. Index of Association Position Statements
ts Association position statements address key issues for Pre-K-12 education and describe the shared beliefs that direct united action by boards of education/conseil scolaire fransaskois and their Association.
More informationHSC/SOM GOAL 1: IMPROVE HEALTH AND HEALTHCARE IN THE POPULATIONS WE SERVE.
SOM STRATEGIC PLAN 2017-2020 (with metrics/action plan for 2018) revised 8/30/17 HSC/SOM GOAL 1: IMPROVE HEALTH AND HEALTHCARE IN THE POPULATIONS WE SERVE. Measure of success: Improvement in state ranking
More informationThe University of North Carolina Strategic Plan Online Survey and Public Forums Executive Summary
The University of North Carolina Strategic Plan Online Survey and Public Forums Executive Summary The University of North Carolina General Administration January 5, 2017 Introduction The University of
More informationGovernors and State Legislatures Plan to Reauthorize the Elementary and Secondary Education Act
Governors and State Legislatures Plan to Reauthorize the Elementary and Secondary Education Act Summary In today s competitive global economy, our education system must prepare every student to be successful
More informationCUPA-HR ADMINISTRATORS IN HIGHER EDUCATION SALARY SURVEY (AHESS)
Top ecutive Officers 100000 Chief ecutive Officer, System President. Directs all affairs and operations of a higher education system or district. Each subordinate campus has its own President, Chancellor
More informationCalifornia Professional Standards for Education Leaders (CPSELs)
Standard 1 STANDARD 1: DEVELOPMENT AND IMPLEMENTATION OF A SHARED VISION Education leaders facilitate the development and implementation of a shared vision of learning and growth of all students. Element
More informationPROVIDENCE UNIVERSITY COLLEGE
BACHELOR OF BUSINESS ADMINISTRATION (BBA) WITH CO-OP (4 Year) Academic Staff Jeremy Funk, Ph.D., University of Manitoba, Program Coordinator Bruce Duggan, M.B.A., University of Manitoba Marcio Coelho,
More informationChapter 2. University Committee Structure
Chapter 2 University Structure 2. UNIVERSITY COMMITTEE STRUCTURE This chapter provides details of the membership and terms of reference of Senate, the University s senior academic committee, and its Standing
More information1. Amend Article Departmental co-ordination and program committee as set out in Appendix A.
WORKLOAD RESOURCES 1. Amend Article 4.1.00 Departmental co-ordination and program committee as set out in Appendix A. 2. Amend Article 8.4.00 Teaching Load as set out in Appendix B. 3. Add teaching resources
More informationCONSULTATION ON THE ENGLISH LANGUAGE COMPETENCY STANDARD FOR LICENSED IMMIGRATION ADVISERS
CONSULTATION ON THE ENGLISH LANGUAGE COMPETENCY STANDARD FOR LICENSED IMMIGRATION ADVISERS Introduction Background 1. The Immigration Advisers Licensing Act 2007 (the Act) requires anyone giving advice
More informationFOM Dean's Office. A look inside
FOM Dean's Office A look inside Let's pull back the curtains Ta da! The Dean 1. Communicate the Faculty of Medicine vision 2. Create and empower an effective leadership team for the Faculty of Medicine
More informationUniversity of Toronto
University of Toronto OFFICE OF THE VICE PRESIDENT AND PROVOST 1. Introduction A Framework for Graduate Expansion 2004-05 to 2009-10 In May, 2000, Governing Council Approved a document entitled Framework
More informationStrategic Planning for Retaining Women in Undergraduate Computing
for Retaining Women Workbook An NCWIT Extension Services for Undergraduate Programs Resource Go to /work.extension.html or contact us at es@ncwit.org for more information. 303.735.6671 info@ncwit.org Strategic
More informationPresentation of the English Montreal School Board To Mme Michelle Courchesne, Ministre de l Éducation, du Loisir et du Sport on
Presentation of the English Montreal School Board To Mme Michelle Courchesne, Ministre de l Éducation, du Loisir et du Sport on «DÉMOCRATIE ET GOUVERNANCE DES COMMISSIONS SCOLAIRES Éléments de réflexion»
More informationOECD THEMATIC REVIEW OF TERTIARY EDUCATION GUIDELINES FOR COUNTRY PARTICIPATION IN THE REVIEW
OECD THEMATIC REVIEW OF TERTIARY EDUCATION GUIDELINES FOR COUNTRY PARTICIPATION IN THE REVIEW JUNE 2004 CONTENTS I BACKGROUND... 1 1. The thematic review... 1 1.1 The objectives of the OECD thematic review
More informationDavidson College Library Strategic Plan
Davidson College Library Strategic Plan 2016-2020 1 Introduction The Davidson College Library s Statement of Purpose (Appendix A) identifies three broad categories by which the library - the staff, the
More informationEarly Career Awards (ECA) - Overview
ECA.D.2013.08.28 Research Development and Relations For more information contact Daniela Bianco, biancdan@hhsc.ca Early Career Awards - Application Details Early Career Awards (ECA) - Overview The Hamilton
More informationUniversity of Toronto
University of Toronto OFFICE OF THE VICE PRESIDENT AND PROVOST Governance and Administration of Extra-Departmental Units Interdisciplinarity Committee Working Group Report Following approval by Governing
More informationA Strategic Plan for the Law Library. Washington and Lee University School of Law Introduction
A Strategic Plan for the Law Library Washington and Lee University School of Law 2010-2014 Introduction Dramatic, rapid and continuous change in the content, creation, delivery and use of information in
More informationAccommodation for Students with Disabilities
Accommodation for Students with Disabilities No.: 4501 Category: Student Services Approving Body: Education Council, Board of Governors Executive Division: Student Services Department Responsible: Student
More informationCurrent Position Information (if applicable) Current Status: SPA (Salary Grade ) EPA New Position
Form 01 The University of North Carolina Office of the President and General Administration Designation Request Form Institution: UNC Asheville Division/School/Department: Academic Affairs/Asheville Graduate
More information5.7 Country case study: Vietnam
5.7 Country case study: Vietnam Author Nguyen Xuan Hung, Secretary, Vietnam Pharmaceutical Association, xuanhung29@vnn.vn Summary Pharmacy workforce development has only taken place over the last two decades
More informationQs&As Providing Financial Aid to Former Everest College Students March 11, 2015
Qs&As Providing Financial Aid to Former Everest College Students March 11, 2015 Q. How is the government helping students affected by the closure of Everest College? A. Ontario is providing financial assistance
More informationPatient/Caregiver Surveys
Patients as Partners in Research Patient/Caregiver Surveys EVALUATING THE PATIENT PARTNERSHIP IN RESEARCH Initial Survey Mid Project Survey End Project Survey Authors and Patient Advisors: Alies Maybee
More informatione-learning Coordinator
1 e-learning Coordinator Position Description (insert title) : Updated (Insert date) POSITION DESCRIPTION JOB TITLE BUSINESS UNIT REPORTING TO LOCATION e-learning Coordinator Academic Pathways Manager,
More informationThis Access Agreement is for only, to align with the WPSA and in light of the Browne Review.
University of Essex Access Agreement 2011-12 The University of Essex Access Agreement has been updated in October 2010 to include new tuition fee and bursary provision for 2011 entry and account for the
More informationDISTRICT ASSESSMENT, EVALUATION & REPORTING GUIDELINES AND PROCEDURES
SCHOOL DISTRICT NO. 20 (KOOTENAY-COLUMBIA) DISTRICT ASSESSMENT, EVALUATION & REPORTING GUIDELINES AND PROCEDURES The purpose of the District Assessment, Evaluation & Reporting Guidelines and Procedures
More informationGuidelines for Completion of an Application for Temporary Licence under Section 24 of the Architects Act R.S.O. 1990
Guidelines for Completion of an Application for Temporary Licence under Section 24 of the Architects Act R.S.O. 1990 OAA-12-16 1 INDEX Page Number General... 3 Fees for Temporary Licence... 4 Appendix
More informationARKANSAS TECH UNIVERSITY
ARKANSAS TECH UNIVERSITY Procurement and Risk Management Services Young Building 203 West O Street Russellville, AR 72801 REQUEST FOR PROPOSAL Search Firms RFP#16-017 Due February 26, 2016 2:00 p.m. Issuing
More informationESIC Advt. No. 06/2017, dated WALK IN INTERVIEW ON
EMPLOYEES STATE INSURANCE CORPORATION ESIC-PGIMSR & ESIC MEDICAL COLLEGE ESIC Hospital & ODC (EZ) Diamond Harbour Road, P.O. Joka, Kolkata - 700104 Tel No: (033) 24381382, Tel/Fax No: (033) 24381176 E-mail:
More informationQUEEN S UNIVERSITY BELFAST SCHOOL OF MEDICINE, DENTISTRY AND BIOMEDICAL SCIENCES ADMISSION POLICY STATEMENT FOR DENTISTRY FOR 2016 ENTRY
FINAL QUEEN S UNIVERSITY BELFAST SCHOOL OF MEDICINE, DENTISTRY AND BIOMEDICAL SCIENCES ADMISSION POLICY STATEMENT FOR DENTISTRY FOR 2016 ENTRY 1. Introduction It is the policy of the University that all
More informationVolunteer State Community College Strategic Plan,
Volunteer State Community College Strategic Plan, 2005-2010 Mission: Volunteer State Community College is a public, comprehensive community college offering associate degrees, certificates, continuing
More informationINTERNAL MEDICINE IN-TRAINING EXAMINATION (IM-ITE SM )
INTERNAL MEDICINE IN-TRAINING EXAMINATION (IM-ITE SM ) GENERAL INFORMATION The Internal Medicine In-Training Examination, produced by the American College of Physicians and co-sponsored by the Alliance
More informationIMPERIAL COLLEGE LONDON ACCESS AGREEMENT
IMPERIAL COLLEGE LONDON ACCESS AGREEMENT BACKGROUND 1. This Access Agreement for Imperial College London is framed by the College s mission, our admissions requirements and our commitment to widening participation.
More informationAssessment and national report of Poland on the existing training provisions of professionals in the Healthcare Waste Management industry REPORT: III
Assessment and national report of Poland on the existing training provisions of professionals in the Healthcare Waste Management industry REPORT: III DEVELOPING AN EU STANDARDISED APPROACH TO VOCATIONAL
More informationNo educational system is better than its teachers
No educational system is better than its teachers Investment in quality educators has a very high multiplier effect: every good teacher benefits an entire class, year after year, and when those bettereducated
More informationVOL VISION 2020 STRATEGIC PLAN IMPLEMENTATION
VOL VISION 2020 STRATEGIC PLAN IMPLEMENTATION CONTENTS Vol Vision 2020 Summary Overview Approach Plan Phase 1 Key Initiatives, Timelines, Accountability Strategy Dashboard Phase 1 Metrics and Indicators
More informationvalue equivalent 6. Attendance Full-time Part-time Distance learning Mode of attendance 5 days pw n/a n/a
PROGRAMME APPROVAL FORM SECTION 1 THE PROGRAMME SPECIFICATION 1. Programme title and designation Orthodontics 2. Final award Award Title Credit ECTS Any special criteria value equivalent MSc Orthodontics
More informationBasic Standards for Residency Training in Internal Medicine. American Osteopathic Association and American College of Osteopathic Internists
Basic Standards for Residency Training in Internal Medicine American Osteopathic Association and American College of Osteopathic Internists BOT Rev. 2/2011 TABLE OF CONTENTS I. Introduction... 3 II Mission...
More informationResponse to the Review of Modernising Medical Careers
Response to the Review of Modernising Medical Careers July 2007 The Academy of Medical Sciences The Academy of Medical Sciences promotes advances in medical science and campaigns to ensure these are converted
More informationSummary and policy recommendations
Skills Beyond School Synthesis Report OECD 2014 Summary and policy recommendations The hidden world of professional education and training Post-secondary vocational education and training plays an under-recognised
More informationWhat Is a Chief Diversity Officer? By. Dr. Damon A. Williams & Dr. Katrina C. Wade-Golden
What Is a Chief Diversity Officer? By Dr. Damon A. Williams & Dr. Katrina C. Wade-Golden To meet the needs of increasingly diverse campuses, many institutions have developed executive positions to guide
More informationHigher Education Review of University of Hertfordshire
Higher Education Review of University of Hertfordshire December 2015 Contents About this review... 1 Key findings... 2 QAA's judgements about the University of Hertfordshire... 2 Good practice... 2 Affirmation
More informationFORT HAYS STATE UNIVERSITY AT DODGE CITY
FORT HAYS STATE UNIVERSITY AT DODGE CITY INTRODUCTION Economic prosperity for individuals and the state relies on an educated workforce. For Kansans to succeed in the workforce, they must have an education
More informationMary Washington 2020: Excellence. Impact. Distinction.
1 Mary Washington 2020: Excellence. Impact. Distinction. Excellence in the liberal arts has long been the bedrock of the University s educational philosophy. UMW boldly asserts its belief that the best
More informationAcademic Teaching Staff (ATS) Agreement Implementation Information Document May 25, 2017
Preamble Academic Teaching Staff (ATS) Agreement Implementation Information Document May 25, 2017 The Academic Teaching Staff (ATS) Agreement was approved by the Board of Governors on May 12, 2017 following
More informationUnderstanding Co operatives Through Research
Understanding Co operatives Through Research Dr. Lou Hammond Ketilson Chair, Committee on Co operative Research International Co operative Alliance Presented to the United Nations Expert Group Meeting
More informationAcademic Program Assessment Prior to Implementation (Policy and Procedures)
Academic Program Assessment Prior to Implementation (Policy and Procedures) March 2013 Additional copies of this report may be obtained from: Maritime Provinces Higher Education Commission 82 Westmorland
More informationDraft Budget : Higher Education
The Scottish Parliament and Scottish Parliament Infor mation C entre l ogos. SPICe Briefing Draft Budget 2015-16: Higher Education 6 November 2014 14/79 Suzi Macpherson This briefing reports on funding
More informationDakar Framework for Action. Education for All: Meeting our Collective Commitments. World Education Forum Dakar, Senegal, April 2000
Dakar Framework for Action Education for All: Meeting our Collective Commitments Text adopted by the World Education Forum Dakar, Senegal, 26-28 April 2000 Dakar Framework for Action Education for All:
More informationConflicts of Interest and Commitment (Excluding Financial Conflict of Interest Related to Research)
CORNELL UNIVERSITY POLICY LIBRARY Conflicts of Interest and Commitment (Excluding Financial Conflict of Interest Related to Research) Chapter: 14, Conflicts of Interest and Commitment Provosts/ University
More informationStandards and Criteria for Demonstrating Excellence in BACCALAUREATE/GRADUATE DEGREE PROGRAMS
Standards and Criteria for Demonstrating Excellence in BACCALAUREATE/GRADUATE DEGREE PROGRAMS World Headquarters 11520 West 119th Street Overland Park, KS 66213 USA USA Belgium Perú acbsp.org info@acbsp.org
More informationDEPARTMENT OF FINANCE AND ECONOMICS
Department of Finance and Economics 1 DEPARTMENT OF FINANCE AND ECONOMICS McCoy Hall Room 504 T: 512.245.2547 F: 512.245.3089 www.fin-eco.mccoy.txstate.edu (http://www.fin-eco.mccoy.txstate.edu) The mission
More informationTHE QUEEN S SCHOOL Whole School Pay Policy
The Queen s Church of England Primary School Encouraging every child to reach their full potential, nurtured and supported in a Christian community which lives by the values of Love, Compassion and Respect.
More informationLincoln School Kathmandu, Nepal
ISS Administrative Searches is pleased to announce Lincoln School Kathmandu, Nepal Seeks Elementary Principal Application Deadline: October 30, 2017 Visit the ISS Administrative Searches webpage to view
More informationUNIVERSITY OF REGINA. Tuition and fees
UNIVERSITY OF REGINA Tuition and fees 2017-18 The following tuition and fee changes will be effective September 1, 2017: Tuition for all undergraduate credit hours will be increased by 2.5%, rounded to
More informationMassachusetts Juvenile Justice Education Case Study Results
Massachusetts Juvenile Justice Education Case Study Results Principal Investigator: Thomas G. Blomberg Dean and Sheldon L. Messinger Professor of Criminology and Criminal Justice Prepared by: George Pesta
More informationTOPIC: Biennial Exempt Market Salary Survey Report and FY Structures Adjustment
BOARD OF REGENTS SUMMARY OF ITEM FOR ACTION, INFORMATION OR DISCUSSION TOPIC: Biennial Exempt Market Salary Survey Report and FY 2015 2016 Structures Adjustment COMMITTEE: Finance DATE OF COMMITTEE MEETING:
More informationPATHOLOGY AND LABORATORY MEDICINE GUIDELINES GRADUATE STUDENTS IN RESEARCH-BASED PROGRAMS
PATHOLOGY AND LABORATORY MEDICINE 2014-2015 GUIDELINES GRADUATE STUDENTS IN RESEARCH-BASED PROGRAMS Department of Pathology and Laboratory Medicine Schulich School of Medicine & Dentistry Western University
More informationTriple P Ontario Network Peaks and Valleys of Implementation HFCC Feb. 4, 2016
Triple P Ontario Network Peaks and Valleys of Implementation HFCC Feb. 4, 2016 WHO WE ARE. Triple P Ontario Network - multi-sectoral - voluntary - 10 years + Halton Region - York Region and Simcoe County
More informationINSTRUCTION MANUAL. Survey of Formal Education
INSTRUCTION MANUAL Survey of Formal Education Montreal, January 2016 1 CONTENT Page Introduction... 4 Section 1. Coverage of the survey... 5 A. Formal initial education... 6 B. Formal adult education...
More informationTenure Track policy. A career path for promising young academics. University Medical Center Groningen (UMCG)
Tenure Track policy A career path for promising young academics University Medical Center Groningen (UMCG) October 2014 Table of contents Introduction Chapter 1: Chapter 2: Chapter 3: Chapter 4: Introduction,
More informationSI Understanding Records and Archives: Principles and Practices, Winter 2009
University of Michigan Deep Blue deepblue.lib.umich.edu 2009-01 SI 580 - Understanding Records and Archives: Principles and Practices, Winter 2009 Conway, Paul Conway, P. (2008, December 19). Understanding
More informationGrade 7 - Expansion of the Hudson s Bay Company: Contributions of Aboriginal Peoples in Canada
Grade 7 - Expansion of the Hudson s Bay Company: Contributions of Aboriginal Peoples in Canada Social Studies, Grades 1-6; History and Geography, Grades 7-8 (2013) Grade 7, History: Canada, 1800 1850:
More informationSeptember 6-8. San Francisco, California 1
Mobility of Credentialed Professionals Within and Presenters: Kevin Taylor, MBA College of Respiratory Therapists of Ontario Patricia Muenzen, MA Professional Examination Service Promoting Regulatory Excellence
More information2 Organizational. The University of Alaska System has six (6) Statewide Offices as displayed in Organizational Chart 2 1 :
2 Organizational The University of Alaska System has six (6) Statewide Offices as displayed in Organizational Chart 2 1 : Office of the President Office of Academic Affairs and Research Office of Strategy,
More informationIn 2010, the Teach Plus-Indianapolis Teaching Policy Fellows, a cohort of early career educators teaching
Introduction Dollars and Sense: Elevating the teaching profession by leveraging talent In 2010, the Teach Plus-Indianapolis Teaching Policy Fellows, a cohort of early career educators teaching in low-income
More informationIntellectual Property
Intellectual Property Section: Chapter: Date Updated: IV: Research and Sponsored Projects 4 December 7, 2012 Policies governing intellectual property related to or arising from employment with The University
More informationTools to SUPPORT IMPLEMENTATION OF a monitoring system for regularly scheduled series
RSS RSS Tools to SUPPORT IMPLEMENTATION OF a monitoring system for regularly scheduled series DEVELOPED BY the Accreditation council for continuing medical education December 2005; Updated JANUARY 2008
More informationGuidelines for the Use of the Continuing Education Unit (CEU)
Guidelines for the Use of the Continuing Education Unit (CEU) The UNC Policy Manual The essential educational mission of the University is augmented through a broad range of activities generally categorized
More informationFIELD PLACEMENT PROGRAM: COURSE HANDBOOK
FIELD PLACEMENT PROGRAM: COURSE HANDBOOK COURSE OBJECTIVE: The Field Placement Program aims to bridge the gap between the law on the books and the law in action for law students by affording them the opportunity
More informationSHEEO State Authorization Inventory. Nevada Last Updated: October 2011
SHEEO State Authorization Inventory Nevada Last Updated: October 2011 Please note: For purposes of this survey, the terms authorize and authorization are used generically to include approve, certify, license,
More informationTeaching Excellence Framework
Teaching Excellence Framework Role specification: Subject Pilot and Year Three Panel members and assessors 13 September 2017 Contents Background... 2 Introduction... 2 Application process... 3 Subject
More informationConceptual Framework: Presentation
Meeting: Meeting Location: International Public Sector Accounting Standards Board New York, USA Meeting Date: December 3 6, 2012 Agenda Item 2B For: Approval Discussion Information Objective(s) of Agenda
More informationITEM: 6. MEETING: Trust Board 20 February 2008
MEETING: Trust Board 20 February 2008 ITEM: 6 TITLE: Board and subcommittee membership SUMMARY: Board sub committee membership Following the end of tenure of two non executive directors (NEDs) in the autumn
More informationE35 RE-DISCOVER CAREERS AND EDUCATION THROUGH 2020
E35 RE-DISCOVER CAREERS AND EDUCATION THROUGH 2020 MICHELE BROWN, OAKTON COMMUNITY COLLEGE JULIE MARLATT, COLLEGE OF DUPAGE DEBBIE MICHELINI, COLLEGE OF LAKE COUNTY COMMUNITY COLLEGE STATS 6 million students
More informationState Improvement Plan for Perkins Indicators 6S1 and 6S2
State Improvement Plan for Perkins Indicators 6S1 and 6S2 Submitted by: Dr. JoAnn Simser State Director for Career and Technical Education Minnesota State Colleges and Universities St. Paul, Minnesota
More informationInnovating Toward a Vibrant Learning Ecosystem:
KnowledgeWorks Forecast 3.0 Innovating Toward a Vibrant Learning Ecosystem: Ten Pathways for Transforming Learning Katherine Prince Senior Director, Strategic Foresight, KnowledgeWorks KnowledgeWorks Forecast
More informationAccessibility For Ontarians With Disabilities Act 2005 (AODA) Multi-year Accessibility Plan. Prepared by: Carleton University AODA Task Force
For Ontarians With Disabilities Act 2005 (AODA) Multi-year Plan Prepared by: Carleton University AODA Task Force Last Updated: April 12, 2016 Table of Contents Introduction to Carleton University... 1
More informationCONNECTICUT GUIDELINES FOR EDUCATOR EVALUATION. Connecticut State Department of Education
CONNECTICUT GUIDELINES FOR EDUCATOR EVALUATION Connecticut State Department of Education October 2017 Preface Connecticut s educators are committed to ensuring that students develop the skills and acquire
More informationAudit Of Teaching Assignments. An Integrated Analysis of Teacher Educational Background and Courses Taught October 2007
Audit Of Teaching Assignments October 2007 Audit Of Teaching Assignments Audit of Teaching Assignments Crown copyright, Province of Nova Scotia, 2007 The contents of this publication may be reproduced
More informationSASKATCHEWAN MINISTRY OF ADVANCED EDUCATION
SASKATCHEWAN MINISTRY OF ADVANCED EDUCATION Report March 2017 Report compiled by Insightrix Research Inc. 1 3223 Millar Ave. Saskatoon, Saskatchewan T: 1-866-888-5640 F: 1-306-384-5655 Table of Contents
More informationRegulations for Saudi Universities Personnel Including Staff Members and the Like
Regulations for Saudi Universities Personnel Including Staff Members and the Like Kingdom of Saudi Arabia Higher Education Council General Secretariat Regulations for Saudi Universities Personnel Including
More informationPerioperative Care of Congenital Heart Diseases
CALL FOR APPLICATIONS DR 617/2017 II LEVEL MASTER Perioperative Care of Congenital Heart Diseases Academic Year 2017/2018 2018/2019 In collaboration with Fondazione G. Monasterio Regione Toscana CNR Article
More informationLOOKING FOR (RE)DEFINING UNIVERSITY AUTONOMY
The USV Annals of Economics and Public Administration Volume 15, Issue 1(21), 2015 LOOKING FOR (RE)DEFINING UNIVERSITY AUTONOMY Professor PhD Ala COTELNIC Academy of Economic Studies of Moldova, Republic
More information(2) GRANT FOR RESIDENTIAL AND REINTEGRATION SERVICES.
Code: IDDF (18) 160-4-7-.18 GRANTS FOR SERVICES. (1) AUTHORIZATION. (a) The State Board shall have authority to provide grant funds for the implementation of other educational programs or additional personnel
More informationFACULTY OF PSYCHOLOGY
FACULTY OF PSYCHOLOGY STRATEGY 2016 2022 // UNIVERSITY OF BERGEN STRATEGY 2016 2022 FACULTY OF PSYCHOLOGY 3 STRATEGY 2016 2022 (Adopted by the Faculty Board on 15 June 2016) The Faculty of Psychology has
More informationLEN HIGHTOWER, Ph.D.
Page 1 LEN HIGHTOWER, Ph.D. 350 South Merelet Lane Orange, CA 92869 E-Mail: WLHightower@hotmail.com 714-602-6573 Home 503-341-2672 Cell CAREER HIGHLIGHTS HighTower Consulting Assisted Concordia University
More informationNorthwest-Shoals Community College - Personnel Handbook/Policy Manual 1-1. Personnel Handbook/Policy Manual I. INTRODUCTION
Northwest-Shoals Community College - Personnel Handbook/Policy Manual 1-1 Personnel Handbook/Policy Manual I. INTRODUCTION Northwest-Shoals Community College - Personnel Handbook/Policy Manual 1-2 I. INTRODUCTION
More informationMEDICAL COLLEGE OF WISCONSIN (MCW) WHO WE ARE AND OUR UNIQUE VALUE
MEDICAL COLLEGE OF WISCONSIN (MCW) WHO WE ARE AND OUR UNIQUE VALUE TO THE COMMUNITY Presented by John R. Raymond, Sr., MD President and CEO, MCW June 5, 2017 Agenda 1. Who We Are 2. MCW Financial Model
More informationTITLE 23: EDUCATION AND CULTURAL RESOURCES SUBTITLE A: EDUCATION CHAPTER I: STATE BOARD OF EDUCATION SUBCHAPTER b: PERSONNEL PART 25 CERTIFICATION
ISBE 23 ILLINOIS ADMINISTRATIVE CODE 25 TITLE 23: EDUCATION AND CULTURAL RESOURCES : EDUCATION CHAPTER I: STATE BOARD OF EDUCATION : PERSONNEL Section 25.10 Accredited Institution PART 25 CERTIFICATION
More information