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Petrov added that there is a very strong indication that Mr Mezayev, even if he were to meet all the qualification requirements, would not seek assignment as Lead Counsel. (...) Tribunal assigned and paid counsel, he needed to comply with the rules of the Tribunal regarding the qualification of the lawyers. Petrov said that Mladić would have to select a counsel that meets all the qualification requirements. (...) Petrov explained that this is why there is a certain minimum of qualifications that the Tribunal requires. These qualification requirements come from the rules, which are adopted by the judges in plenary.
Language:English
Score: 1053788.7 - https://www.icty.org/en/press/...ly-press-briefing-13-july-2011
Data Source: un
Petrov added that there is a very strong indication that Mr Mezayev, even if he were to meet all the qualification requirements, would not seek assignment as Lead Counsel. (...) Tribunal assigned and paid counsel, he needed to comply with the rules of the Tribunal regarding the qualification of the lawyers. Petrov said that Mladić would have to select a counsel that meets all the qualification requirements. (...) Petrov explained that this is why there is a certain minimum of qualifications that the Tribunal requires. These qualification requirements come from the rules, which are adopted by the judges in plenary.
Language:English
Score: 1053788.7 - https://www.icty.org/bcs/node/6127
Data Source: un
Petrov added that there is a very strong indication that Mr Mezayev, even if he were to meet all the qualification requirements, would not seek assignment as Lead Counsel. (...) Tribunal assigned and paid counsel, he needed to comply with the rules of the Tribunal regarding the qualification of the lawyers. Petrov said that Mladić would have to select a counsel that meets all the qualification requirements. (...) Petrov explained that this is why there is a certain minimum of qualifications that the Tribunal requires. These qualification requirements come from the rules, which are adopted by the judges in plenary.
Language:English
Score: 1053788.7 - https://www.icty.org/fr/node/6127
Data Source: un
For example, if an operator has 2 aircraft types on their AOC and one of these operates into areas which are specified by the operator as requiring qualification visits in line with Annex 6, the TE should be directed to this group only – it should not apply to the operator as a whole unless required to do so. c. (...) In determining this new time interval, the following should be noted:  The interval defined here is the elapsed time between the last trip and the subsequent trip as operating pilot, check pilot or observer on the flight deck.  A 6-month extension of the qualification requirement is considered the longest acceptable interval between two successive trips. (...) Alternative training requirements i. Substituting ARA qualification normally acquired as a flight crew member in an aeroplane or in an approved FSTD, with an alternative ground training device (e.g. not qualified in accordance with State Standards but still deemed fit for purpose by the State) provided that negative training is prevented. ii.
Language:English
Score: 1051584.3 - https://www.icao.int/safety/OP...rmV2/ARATEINSTRUCTIONSV1.1.pdf
Data Source: un
Skills development policies and strategies 3. Policy requirements of the international HRD instruments 3.1. (...) Policy requirements arising from UN Sustainable Development Goals (SDG) until 2030 3.4. Policy requirements in the Strategic framework for European cooperation in education and training (ET2020) 3.5.
Language:English
Score: 1051463.7 - https://www.ilo.org/wcmsp5/gro...tdocumentation/wcms_616285.pdf
Data Source: un
Employment quality: domains and elements Element/indicator Benchmark(s) Quality offer Duration of contract Minimum job tenure required to access unemployment benefit Contract has duration ≥ minimum job tenure required to access benefit Access to social protection entitlements Access to social protection (labour legislation, collective agreement) Contract gives access to social protection entitlements as envisaged by law 1) Contract and social protection (security of employment): Employment quality: domains and elements Element/indicator Benchmark(s) Quality offer Mean hourly earnings (gross, Euro/local currency) Hourly earnings set by collective agreement (normative) ≥ hourly earning set by collective agreement Mean earnings by age and occupational groups (statistical) ≥ mean hourly earning youth (< 30) in occupation of choice Minimum wage (normative) ≥ hourly level of minimum wage AND ≥ 2/3 mean hourly earnings (low-paid job) 2) Conditions of work: Earnings Employment quality: domains and elements Element/indicator Benchmark(s) Quality offer Job/qualification match Vertical education and occupation matching Occupation is aligned to the qualifications the young person has Average number of weekly hours of work (including excessive hours and involuntary part-time) Average number of hours usually worked; Excessive hours of work; Involuntary part-time ≤ than what established by normative rules OR ≤ average hours in occupation of choice AND Low incidence excessive hours No involuntary part-time 3) Other conditions of work Employment quality: domains and elements Element/indicator Benchmark(s) Quality offer Shift work, work during unsocial hours Prevalence of shift work, work in unsocial hours In line with labour law/collective agreement OR ≤ average incidence in occupation of choice Work intensity Prevalence of shift work, work in unsocial hours ≤ average in occupation of choice 3) Other conditions of work (cont.) Employment quality: domains and elements Element/indicator Benchmark(s) Quality offer Hazardous occupations National list of hazardous occupations (specific provisions for 15-17) Job is not in hazardous occupation OR Exposure to physical mental health risk Exposure to risk factors by economic sector/occupation (specific provisions for 15-17) Exposure to physical and mental health risk is ≤ than average exposure (occupation) OR ≤ national average of reported accidents (occupation) 4) Occupational safety and health Employment quality: domains and elements Element/indicator Benchmark(s) Quality offer Continuous vocational training The offer provides access to continuous vocational training ≥ than what envisaged by collective agreement Prevalence of employer- sponsored non-formal education by occupation ≥ national average employer-sponsored training in occupation of choice 5) Learning and skills development at the workplace Quality of continued education (and training) • According to EC guidance, a good quality offer of continued education (and training) is one that leads to a recognized qualification; • The requirement is that education has quality assurances procedures aligned to: − Common Principles for Quality Assurance in Education and Training; − European Quality Assurance Reference Framework for Vocational Education and Training; and − Standards and Guidelines for Quality Assurance in the European Higher Education Area Continued education quality: domains and elements Element/indicator Benchmark(s) Quality offer Education and training content The education programme: • Provides cognitive and non- cognitive skills as required by education standards; • Meets individual needs and LM requirements; • Allows progression within the NQF; • Is subject to quality assurance procedures as determined by national and European education and training standards; • Leads to a recognized qualification (NQF) The education offer has all elements listed 1) Education and training content: Continued education quality: domains and elements Element/indicator Benchmark(s) Quality offer Validation and certification The education programme: • is validated through standardized assessment • leads to a recognized education and training qualification (NQF); • Gives access to further education and training or to the labour market The education course envisages all elements listed 2) Validation and certification Continued education quality: domains and elements Element/indicator Benchmark(s) Quality offer Expected labour market returns Expected returns of the qualification are ≥ average LM returns • Expected returns are ≥ average employment and earnings (by educational attainment) 3) Expected returns Quality apprenticeship The framework for appraising apprenticeship offers is based on the principles of the Council Declaration on the “European Alliance for apprenticeship” (2013) as well as the ILO framework for quality apprenticeship. (...) Apprenticeship quality: domains and elements Element/indicator Benchmark(s) Quality offer Written form of the agreement Written agreement that specifies: • Learning and training content (learning programme); • Rights and obligations of parties involved; • Apprenticeship wage and other conditions of work • Social protection entitlements; • Type and level of qualifications to be acquired Written form with conditions spelled out 1) Apprenticeship agreement: Apprenticeship quality: domains and elements Element/indicator Benchmark(s) Quality offer Learning objectives and content The offer: • Is for an occupational profile aligned to LM needs (and forecast) • Provides the competences required by occupational standards and includes transferable skills • Allows progression within NQF • Blends theoretical and work based training • Has a fixed duration • Provides supervision by an experienced worker that is also qualified as trainer • Is delivered in a host enterprise that has adequate capacity (premises and trainers) Learning objectives and content include all elements listed 2) Learning and training content Apprenticeship quality: domains and elements Element/indicator Benchmark(s) Quality offer Hours of traineeship • Hours of work established by national legislation or collective agreements ≤ the maximum hours established by national legislation or collective agreements Social protection • Social protection entitlements (health, sickness and accident insurance) • Occupational health and safety as established by national legislation or collective agreements ≥ social protection and health and safety rules established by national legislation or collective agreements Wage level • As determined by national legislation or collective agreements The level is aligned to minimum wage legislation , accounting for initial lower productivity 3) Conditions of work Apprenticeship quality: domains and elements Element/indicator Benchmark(s) Quality offer Validation The apprenticeship • is validated through external , competence-based assessment • Leads to a (NQF) recognized vocational education and training qualification • Gives access to the labour market or further education and training The apprenticeship offers provides for listed elements 4) Validation and certification Quality traineeship The framework for appraising traineeship offers is based on the principles of the Council Recommendation on a Quality Framework for Traineeships (2014).
Language:English
Score: 1050159.9 - https://www.ilo.org/wcmsp5/gro...ts/publication/wcms_546451.pdf
Data Source: un
The Council for Trade in Services, Recognizing the impact of regulatory measures relating to professional qualifications, technical standards and licensing on the expansion of trade in professional services; Desiring to establish multilateral disciplines with a view to ensuring that, when specific commitments are undertaken, such regulatory measures do not constitute unnecessary barriers to the supply of professional services; Decides as follows: 1.  (...) To this end, a Working Party on Professional Services shall be established to examine and report, with recommendations, on the disciplines necessary to ensure that measures relating to qualification requirements and procedures, technical standards and licensing requirements in the field of professional services do not constitute unnecessary barriers to trade. 2.  (...) In making these recommendations, the Working Party shall concentrate on: (a) developing multilateral disciplines relating to market access so as to ensure that domestic regulatory requirements are: ( i ) based on objective and transparent criteria, such as competence and the ability to supply the service; ( ii ) not more burdensome than necessary to ensure the quality of the service, thereby facilitating the effective liberalization of accountancy services; (b) the use of international standards and, in doing so, it shall encourage the cooperation with the relevant international organizations as defined under paragraph 5(b) of Article VI, so as to give full effect to paragraph 5 of Article VII; (c) facilitating the effective application of paragraph 6 of Article VI of the Agreement by establishing guidelines for the recognition of qualifications.
Language:English
Score: 1048634.8 - https://www.wto.org/english/tratop_e/serv_e/20-prof_e.htm
Data Source: un
Both while fulfilling his professional duties and after the office hours, the auditor shall be bound by the oath taken and must comply with the requirements of the Auditors’ Code of Conduct; 2) comply with laws and other legal acts, national or international auditing standards in performing audit; 3) continuously develop his professional qualifications; 4) keep the information entrusted to him in the course of his professional activities; 5) fulfil other duties provided for by law. (...) After its expiry date the authorisation to perform audits will be exchanged for auditors’ qualification certificates. 3. Persons who have passed at least one qualification examination at the Institute of Auditing, Accounting and Property Appraisal before the effective date of this Law shall be allowed to take the remaining qualification examinations at the body authorised by the Government (without applying the requirements set out in Subparagraph 2 of Paragraph 6 of Article 5 of this Law) within 1 year from the effective date of this Law. (...) The head of the Administration and the Board members of a firm of auditors which operates as UAB must also meet the requirements of Article 13 of this Law. The firms of auditors which fail to fulfil the above requirements shall be removed from the list of the firm of auditors. 7.
Language:English
Score: 1048273 - https://www.wto.org/english/th...c_e/ltu_e/WTACCLTU46_LEG_2.pdf
Data Source: un
Noise synthesis would not require frequency characteristics – only intensity. (...) Minor modifications to the JVT tools may be required to satisfy this requirement." Since this technique does not even require a change to coding methods, it is less intrusive than a technique for achieving high visual quality that would. (...) Remark: Does this fit within the spirit of "Minor modifications to the JVT tools may be required to satisfy this requirement"? Within the "professional profile" intent?
Language:English
Score: 1048086.5 - https://www.itu.int/wftp3/av-a...003_09_SanDiego/JVT-I002d1.doc
Data Source: un
PowerPoint Presentation Human Resources Development Challenges in Africa AFI Safety Symposium 1 Outline  Human Resources Development Strategies  Current status  Human Resources Planning  Challenges for African States  Way Forward 2 HRD Strategies  Training is an enabler Objectives and challenges: Develop more people to meet specific performance effectively and efficiently Build new competencies for specific performance continuously 3 Current status Need for establishment of Human Resources Development and Planning by African States and corporate organizations operating in aviation 4 Current status  African Civil Aviation Policy adopted in 2011 requires adoption of HRD strategies  ICAO Assembly Resolution defines roles and responsibilities of ICAO and States in aviation training  States to develop and implement HRD strategies  ICAO to support implementation 5 Current status USOAP:  lack of qualified inspectors affects sustainability of safety oversight systems in Africa  ICAO Global survey: huge demand for key aviation professions current training capacity insufficient to compensate the gap between projected required and available personnel. 6 Current status NGAP: Brain Drain Lack of standardized competency- frameworks Less attractiveness of aviation sector 7 Human Resources Planning  Process that identifies current and future human resources needs for an organization to achieve its goals and ensure that the human resource requirements are identified and plans are made for satisfying those requirements 8 Human Resources Planning  Key elements of the HRP process:  forecasting labour demand analysing present labour supply balancing projected labour demand and supply 9 Human Resources Planning HRP requires clear identification of: aviation jobs,  functions,  tasks, and competencies defined in terms of knowledge, skills and attitudes. 10 Human Resources Planning Requires implementation of HR strategies and technics:  talent management strategies competency-based recruitment career development plans strong retention strategies 11 Challenges of HRD in Africa  Positioning and contribution of the aviation sector in the national economy not identified Competency-based recruitment and training not used:  lack of standard qualifications and competencies for various aviation jobs  job descriptions are very generic in most cases 12 Challenges of HRD in Africa  Training requirements and plans not implemented  Training not provided on a basis of a TNA and building and maintaining specific competencies  Talent Management strategies not used to enhance the attractiveness. 13 Way Forward Roles of:  ICAO States Corporate Organizations Regional Groups 14 ICAO’s Mandate and Leading Role  Assembly Resolution 38/12, Appendix D:  Identifies the scope of ICAO activities: • Assist Member States in achieving and maintaining competency of aviation personnel through the ICAO Aviation Training Programme. 15 ICAO’s Mandate and Leading Role  ICAO Civil Aviation Training Policy (EB 2013/54)  ICAO’s role in training: • Support the Human Resources Development Strategies 16 17 Role of States Critical path Attract Train Retain  Human Resources Development Strategies Training Needs Analysis 18 Human Resources Development Strategies Corporate Organizations  How many will we need?  In which categories Senior Managers  Line Managers  Technical/operational  With what qualifications and competencies? 19 Human Resources Development Strategies Corporate Organizations Regional Groups  Assist in the development of: Standardized functions, qualifications and competencies for aviation jobs Training requirements HR training for HR managers Training for line managers: • development and assessment of competencies 20 Thank you 21
Language:English
Score: 1047505.1 - https://www.icao.int/Meetings/...nt%20issues%20for%20Africa.pdf
Data Source: un