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
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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
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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
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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
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https://www.icao.int/Meetings/...nt%20issues%20for%20Africa.pdf
Data Source: un
