DOCUMENT RESUME ED 074 323 Employability Plan
DOCUMENT RESUMEAC 014 265ED 074 323TITLEINSTITUTIONSPONS AGENCYPUB DATENOTEEDRS PRICEDESCRIPTORSEmployability Plan Instructor's Guide to be Used withEmployability Plan Reference Manual. Older WorkerSpecialist Training.Minneapolis Rehabilitation Center, Inc., Minn.Manpower Administration (DOL), Washington, D.C.;Minnesota State Dept. of Manpower Services, St.Paul.1 Jun 7147p.MF- 0.65 HC- 3.29Adult Counseling; Adult Programs; *EmploymentCounselors; Employment Programs; InstructionalMaterials; *Older Adults; *Professional Training;Referral; *Teaching Guides; VocationalRehabilitationABSTRACTThis teaching guide, to be used with the"Employability Plan Reference Manual," is for use in training theolder worker specialist to write a sequential plan for usingappropriate services to solve applicants' vocationally relevantproblems. The following areas are covered: (1) summary of process fordeveloping employability plans; (2) preparation for teaching--list ofmaterials and equipment- needed, description of plan-writing,practicelsample worksheet for plan- writing practice; (3) teaching objectives;and (4) detailed teaching outlines. Copies of training forms andtransparencies are included in an appendix. (KM)
EMPLOYABILITY .-P0NNSTRUcToRs GUIDEOLDER WORKER ;SPECIALIST ,T14ANINGFILMED FROM BEST AVAILABLE COPY
EMP YA3ILITy PLAN INSTRUCTOR'S GUIDEto be used withEWLOYABILIrrY PLAN BETERENCE MANUALJune 1, 1971Developed byMinneapolis Rehabilitation Center Staff, dercontractThe Minnesota Department of Manpower Servicesndsited States Department of Labor
INTRODUCTIONThe goal of Employability Plan training is to equip the Specialistwith the skills necessary to write a sequential plan for using apppriate services to solve applicants' vocationally relevant problems.The purpose of this guidebook is to help you achieve.this goal in thetraining session.I.I.It contains the following information:Summary of Process for Developing EmployabilPreparation for TeachingA.List of Materials and Equipment NeedeaB.Description of Plan-Writing PracticeSample Worksheet for Plan-Writing PracticeIII.Teaching ObjectivesIV.Detailed Teaching Outlinesa--
DEVELOPING EMPLOYABILITY PLANSA.DEFINING THE PROBLEMAfter the appraisal interview, the next step in serving the applicantis to develop jointly with him an employability plan responsive towhat was learned in the interview-. From the initial interviewyou may learn that the applicant has a suitable job goal and noemployment related problems. If so, he is ready for job referral.However, if you think he has any treatable problems relevant to hisemployability, they must be solved before the applicant is ready forjob referral. Depending on the problem, you may be able to referhim to the appropriate service (inside or outside of EmploymentService) during the first interview, but often you will need toschedule a second interview before any service plan can be initiated.In either case, the applicant must be assured that something is beingdone for him. If a second interview is required, a simple task (suchas getting glasses or finding Social Security card) could be assignedin order to give the applicant the impression that something is beingaccomplished.If there are no simple tasks to be assigned, statethat you need time to assess his situation and suggest that he dothe same.During the time between interviews (if a second one is scheduled),write down these problems for your own benefit in terms which implytheir solution. Sone of these problems can be handled by you, somewill be better handled by Other resource people in your agency, andsome by other agencies in your community. Define the applicant'sproblems in terms of the kinds of services available and list sometentative suggestions for services to discuss with the applicantin the second interview.********** * * * * * * * * ** PROBLEM SHOULD BE STATED IN TERMS ** MICH IMPLY THEIR SOLUTION.* * * * * * * * * * * * * * * * * **The second tine you talk with the applicant, summarize what happenedin the first interview. Then give him your interpretation of whathis problems are, for example, "As I Sae it,- you're going to havesome difficulty getting employment because." This gives him achance to clear up any misconceptions you may have about him.Thesemust be corrected before you can attempt to develop an effectiveplan.It is essential to get the applicant's agreement to the plan as thetwo of you develop ItOtherwise, the relationship is likely tObecome a tug-of-warthe applicant will not participate in the servicesnecessary to resolve his problems and you will not feel that you have
done a satisfactory job.If the applicant does not agree withthe plan, try to come up with an alternative. If this isdifficult, it may be necessary to schedule another interview.If the two of you cannot agree on any alternative plan, your onlysolution is to refer to counseling.******* * * * * * * * * ** APPLICANT MUST AGREE WITH HIS ** EMPLOYABILIT/ PLAN.* * * * * * * * * * * * * * * * *B.IDENTIFYING ALL POSSIBLE SERVICESBesides the applicant himself, there are three possible sourcesof solution to his problems:The Older Worker Specialist, otherEmployment Service resources in the office, and other agencies inthe community. The Specialist should be familiar with all possibleservices in these areas in order to pick the appropriate ones fordifferent applicants.1.Older Worker Specialist:Uses Job Developmeat to develop jobs, where therepreviously were no specific job openings on file,for applicants who are interested,: capable} andavailable for work.Makes Job Referral of the applicant who has an approriate job goal which would fit a job opening on file.c.Teaches applicants Jobseeking Skills to enable them tosearch more successfully for jobs on their own.d.Identifies and works toward the solution of Job Retentionproblems.Though problems with job goal planning can be referred to thecounselor, there is often opportunity for the Older Worker Specialistto work on minor problems in this area.He can flexibly classify the applicant's assets, including workexperience, trainingj'educationlaptitudes and interests. This willenable the Specialist and the-applicant to describe an appropriatejob goal which would qualify him in several job areas. Rigid classification could severely limit placement Opportunities.For example, if typing monthly stateuents for a doctor was the 0job a woman had previously held, she might be able to function wellin several other job areas. She may qualify as a clerk typist,bookkeeper, receptionist or mail clerk for many different kinds ofemployers. How many areas she might actually be qualified for would
of course depend on the individual. The important thirg to noteis that her specific job title may not accurately describe herskills which could be appropriate on other jobs.If job goal changes are drastic, or if the applicant does notknow what he can do, or if the Specialist and the applicantcannot agree on a job goal, counseling will be needed.*****************2.* * * * * * * *WHENEVER HE IS CAPABLE OF DOOM THEJOB, THE OLDER WORKER SPECIALIST SHOULDSERVE THE APPLICANT HIMSELF.* * * * * * * * * * * * * * * * * * * *****Other Employment Service Resources the Older Worker Specialist Can Use:a.Testing can help the applicant to discover his interests andaptitudes.b.Counseling is recommended for applicants having trouble makinga job choice, change, or adjustment.a2s1211st for Services to the Handicapped deals with applicantswho appear to be having trouble getwork because of somephysical disability and usually has special knowledge of problemsof aging.d.Veterans Employment Representative works with veterans to solvetheir unique problems and to make sure they are given preferential treatment.Employer Relations Representative speaks to employers about thebenefits of hiring older workers, and also advises on prospectivecontacts for job development.f.Job Analyst can often aid placement by suggesting changes thatcan be made In a job which would allow the applicant to qualify.Selection and Referral Officer refers people to governMenttraining programs.Minority Group Representative can be helpful in dealing withproblems that applicants have because of their minority groupstatus.Unemployment Insurance should be referred to if an unemployedapplicant has not taken advantage of his right to compensation.Local Office Manager may speak to groups about the advantagesof hiring older workers and he also determines how much timethe people in the office spend on which duties.
Interviewers in the office have special knowledge aboutthe job market.Depending on your own local office, there may be severalother specialists of use to you, such as union representatives) prison representatives, area representatives,and chemical addiction counselors.,** ************* ** * * * * * *REFER WHEN SOME ELSE CAN SERVE**THE APPLICANT MORE EFFICIENTLY ORMORE ETPECTIVELY.* * * * * * * * ** * * * * * *Other Community Agencies:Each community has a variety of agencies offering differentservices. To identify and appropriately use the agencies inyour community, you should frequently consult and update theCommunity Resources Handbook that you have developed.************* ** KNOW EXACTLY WHAT SERVICE* PROVIDES BEFORE REFERRING* * * * * * * * * * * * ** * * * * *AN AGENCYAPPLICANTS.* * * * * *****Once the Specialist is familiar with all of the possibleservices available in his realm of operation (including thoseserviceshe can provide himself'), he Should be able to choose'the appropriate service for each of his applicants.****************C.* * * * * * * *4TO MAKE EFFECTIVE REFERRALS. THE*SPECIALIST MUST BE FAMILIAR WITH*AIL POSSIBLE SERVICES.* * * * * * * * * * * * * * * * * * *IDENTIFYING APPROPRIATE SERVICESBefore an appropriate service can be chosen to resolve vocationallyrelevant problems, the following criteria must be met:1.The applicant must agree with goal and nature of service heto receive.Other persons important to applicant (family, other agencyprofessionals, etc.) should be exipected to support (at leastnot interfere with) the am:alma-is reeaUf7WTevice.The applicant must be able to afford to spend the time toreceive the service.4.The applicant must be able to get to the service (transportation
The appropriate resource will:1.Be willing to accept the applicant (ES accepts all applicants).Be able to recover any costs or fees incurred (ES servicesare free).Provide service to the applicant in a reasonable amount of2.3.time.4.Be accessible to the applicant.Give some expectation that its service will reduce theproblem for which the applicant has been referred.5.D.USING CONSULTATION AND REFERRALThere are two ways to use solution resources other than yourself:Consultation and referral.In consultation the Specialist talksto the expert--the outside resource -- either to get an opinion onhis tentative plan or to find out if this resource would be anappropriate referral before actually referring applicant. Theapplicant speaking to the fiqert is the result of the referral.Most often, consultation, possibly with several experts, isnecessary to make the one most effective referral. Use of consultation can prevent shuffling of the applicant, which is often anexperience frustrating enough to cause him to drop out of theservice plan altogether.There are several times when referral is appropriate:--When soTone else can serve the applicant more efficiently(quicker) or more effectively (better) than you--When the applicant's problems are not related to the policyor objectives of the Employment Service;e.g., 'provision of mental health services--When EMployment Service procedure is to refer to someone else;,e.g., counselor works with job goal, SRO refers to MDTA--When it is outside your technical competency;e.g., medical/ legal, etc.1.Hto ConsultConsultation is often preferable to referral because itminimizes the possibility that the applicant will get lostin the shuffle or will drop outIt should be used to answerthe question, "Should I refer?"
-6Confusion about referral can occur in at least two ways:You may not know what the appropriate service would be,oryou may be unsure what the best sequence of services wouldbe. To clarify these questions, consultation either withsomeone more familiar with available services or with aprospective resource should be used.Before consulting with anyone you should know what you wantStrictly speaking, consultation means getting anfrom him.opinion on an idea of yours from another professional person.You should be asking what he thinks about a plan you alreadyhave in mind, not explicit directions on what to do.Loosely speaking, consultation may also include discussionwith a supervisor or another agency where the applicant is aclient to get advice, background information (case history),and direction on a case.2.Row to ReferTelling the applicant where to go to get services is often notenough. Only the very "adequate" person will follow throughwith so little structure. In making a referral, you are tryingIfto solve a critical employment problem of the individual.he does not get to the resource person, or if the resourceperson does not provide the needed service, the applicant'sToproblem will not be resolved and he will remain unemployed.avoid such failure, pick your referral sources carefully andmake sure the applicant gets there at least once. Some helpful techniques to achieve this are:Give the applicant a card with the name and the title ofan individual to talk with, not just the name of anagency.b.Arrange a scific interview time for the applicant.c.In order to reduce the applicant's anxiety about whathas been said, have him present when you make arrangements for the referral.d.Describe resource person to the applicant infunction as well as his job title.e.Do not use initials of agencies, forme, or programs,V.E.R., C.E.P. M.D.T.A., 511, etc.**************** * * * * * * * *IT IS ESSENTIAL TO RAVE AGREEMENT **OF THE APPLICANT ON TBE EMPLOY*ABILITY PLAN BEFORE PROCEEDINGWITH IT.* * * ** *.* * ** * * * *erms of his
7The sequence in which services are received is not alwaysimportant, but there are times when it is crucial. It becomesa factor when the applicant needs one service before he canmeet the criteria to receive another. For example, if anapplicant not only is undecided about what kind of job hewants, but also has trouble explaining his assets (experience,skills, training) in an interview, the sequence in which hegets necessary services is important. He must first see thecounselor to establish an appropriate job goal and only thenis he eligible for Jobseeking Skills training.It is also a good idea to limit your assignment of referralsfor an applicant to three tasks at any one given contact. Donot overzhelm him with service referrals. If you are ever indoubt about the importance of the sequence of services, consultwith the expert" (resource person) who would know.anm}loyability PlanSince the Employability Plan may be modified as its implementation progresses, it is necessary to record the definition,modifications, and changes of job goals to constantly know ifsatisfactory progress is being made or if it is capable ofbeing improved. Writing down the plans on the sample form(page 8) will increase the efficiency of your service to theapplicant.It is suggested that this form be used in the localoffice if there.is not a comparable form already being used.Fart of what you have to offer as a Specialist is an extensiveknowledge of available services in your community within itsprimary boundaries as well as in the larger secondary areasurrounding it. Knowing exactly what kinds of services thedifferent resources provide is part of your job and using thisknowledge to steer people quickly to the services they specifically need is a very helpful and useful thing for you to do.
- 8 -EMPLOYABILITY PLANApplicantDateSpecialist1.Assets2.The Problem(s)The correct sequence of necessary services4.Who will provide service?5.Who is contact person?6.When:0does applicant startdoes applicant completeis progress to be reviewedis a report expected7.Plan changes and evaluation of progressDateComments
9II.PREPARATION FOR TEACBMGTo prepare for teaching this session you should:--be well acquainted with all the irk ormation in this guidebook.--have established a classroom setting (see trainer's guide fordetails).Included in this section guiding the preparation for teaching are:A.B.C.List of materials and equipMent needed.Description of plan-writing practice.Sample workiheet for plan-writing practice.In addition to studying these preparation guidelinesyou should:--preview the two interviews on video tape.--become familiar with the teaching objectives and. teachingoutline.A.Materials and1.2.3.4.5.6.7.8.B.Desuppient NeededClassroom setting (see trainerguide)Trainee manualsOverhead projectorOverhead transparenciesScreenVideo tape recording equipmentVideo tapes of the two interviewsEmployability Plan worksheetsiption of Plan-Writing PracticeThere are two interviews on tape* to use as the basis for planwriting in the training session. Before showing them, pass outthe Employability Plan worksheets (see appendix) and explain tothe trainees what to watch and listen for in the tapes, i.e.critical, yet treatable employment problems. The worksheetprovides guidelines for the essential information needed to folate a plan.After the tape has been played allow 15-20 minutes for the traineesto write up their individual ideas of an appropriate sequentialplan, keeping in mind the,services available in their own worksettings.When the plans are completed, discuss and compare them and try toarrive at a general agreement about what would be an appropriate*These interviews, one of a black and the other a widow, should bereviewed before teaching the'session.
There will, of course, be specific differences because ofthe variety of services the individuals will have to draw fromin their offices and communities. However, there should beagreement on the general types of services needed.plan.If the group has trouble coming to this kind of agreement, showIf the firstthe second interview and repeat the process.exercise is completed without much difficulty, doing the practicea second time is optional.Clues to the general types of services needed by each case exampleare provided in the teaching outline.
11 III.TEACHING OBJECTIVESThe Specialist will be able to:A.State the applicants' problems relevant to employability interms which imply their solution; i.e., "He cannot get a jobbecause he cannot explain his skills."B.Select services from the Employment Service and the communityresources that will solve the problems relevant to the applicants'employability.Write a sequential employability plan for a given case using thetechniques, in A. and B.
EMPLOYABILITY PLANLECTURE OUTLINE.Summarize briefly whatls.been covered intraining.How to interviewtransparency #1B.How, to isolate vocationally relevantand treatable problems, and to statethese in terms which imply their solutionC.Where to look for solutionsNext step in service is EMployability BlameA.Information gained in inter view determinesdirection of plan.1.Job referral for applicants with suitable job goal and no employmentrelated problemsIf there are problems, they must besolved before Job referral.B.Whenever talkingabout services,emphasize thatmany of these can bedelivered by OWS orsomeone else in theES officeWhen to solve problems:1.Sometimes applicant can be referredto appropriate service during thefirst interview.Often a second interview is required.a.If so, give applicant feeling something is being done.(1) Assign simple tasks to completebefore second interview (getglasses, find social securitycard).(2 ) State that you need time toassess his situation and suggesthe do the same.b.Between interviews take time to:) interpret information frominterview.
- 13 -(2) come up with tentative suggestions for qervices todiscuss in second interview.Agreent of applicam1.Important to tell him how you understand what he's been telling you, sohe can clear up any of yourmisconceptions.26It is essential to get his agreementon the plan as it is developed sothat he will cooperate and see itthrough.If applicant doesn't agree on anyalternative plan, your only solutionis to refer to counseling.D.You will learn in the session to deviseplans by:1.Reviewing n11 possible services tosolve problems.2.Listing criteria for identifyipriate service.appro-Discussing how to use consultation andreferral.4.Writing a sequential plan of servicefor the applicant presented on videotape.transparencyreveal first item,discuss examplesand then revealthe next, etc.III.What are the three sources for solutions besidesthe applicant himself?What are examples of their services?A.Older Worker Specialist1.Job development - -to develop jobs, wherethere previously were no openings onfile, for applicants who are interested,capable and available for workJob referral--for applicant who has anappropriate job goal fitting a Jobopening on file
pull these factsout of trainees toreinforce formerlearning--askthem for examplesof services fromeach of the 3solution sources.Teaches jobseeking skills to helpapplicant search more independentlyfor jobsand successfulIdentifies and works towardof job retention problemselutionCan deal with minor job goal problemsFlexibly classify applicant byactual skills, not just by exactjob title.b.Rigid classification could limitplacement possibilities.Major job problems must be bandiedby counselor.d.This may legitimately qualify himin several, job areas instead ofseverely limiting his placementopportunities.Resources can beOther Employment Serviceused as referral sources for the applicantand /or coisultation source for OWS.1.Testing can help applicant discoveraptitudes and interests.Counseling is recommended for applicants having trouble making changes,choices or adjustments.Specialist for Services to theHandicapped deals with people who havetrouble getting work because of somephysical disability; and he also hasspecial knowledge of the problems ofaging.Veterans Employment Representative workswith veterans to help solve theirtheyunique problems and to make sureare given preferential treatment.Employer Relations Representativespeaks to employers about benefits ofhiring older workers, and may alsoadvise on prospective contacts for jobdevelopment.
job Analyst can often aid placementby suggesting changes that can bemade in a job which would allow applicant to qualify.Selection and Referral Officer referspeople to government training programs.Continue to prodfor examples fromtrainees rather thanlisting themyourselfWhen you thinkenough of thesehave been given,steer the discussionin a new directionwith this statement8.Minority Group Representative can behelpful in dealing with problems thatapplicants have because of theirminority group status.9.Unemployment Insurance should bereferred to if unemployed applicanthas not taken advantage of his rightto compensation.10.Local Office Manager may speak togroups about the advantages of hiringolder workers and he also determineshow much time people in office spendon which duties.11.Interviewers in the office have specialknowledge about the job market.12.Several other specialists, dependingon individual local offices.Other Community AgenciesThese were discussed when we worked on theCommunity Resources Handbook.What are afew examples?WS not at all difficult to list pages ofpossible services, but it takes skill to pickappropriate services to help applicants solvetheir problems.A.Before an appropriate service to solvevocationally relevant problems can bechosen, the following must be true:1.The applicant must agree with goaland nature of service he is toreceive.Persons important to applicant (family,other agency professionals, etc.) shouldbe expected to support, or at least notinterfere with, the applicant's receiptof service.
. 16The appropriate resource will:transparency #3reveal statementsone by one as youlist them aloud1.Be willing to accept applicant.2.Be able to recover any costs orfees incurred.Provide service to the applicantin a reasonable amount of time.Be accessible to the applicant.Give some reasonable expectationthat his service will: reduce theproblem for which the applicant hasbeen referred.transparencyV.There are two ways to use solution resourcesbesides yourself:A.ConsultationSpecialist (you) tss tothe expert (outside resource1.To see if expert would be appropriatereferral.2.B.To get advice on how to serve theapplicant.Referral--applicant speaking to earUse of Consultation:p -ency #5A.Good use of consultation is necessary toavoid shuffling applicant through severalreferrals before he gets to a helpful one.By avoiding the frustration of manyreferrals, you can prevent service dropouts.VII.When should you refer?A.When someone else can serve the applicantmore efficiently quicker) than you, ormore effectively (better) than youWhen applicant's problem is not relatedto the policy or objectives of theEmployment Service.ision of mental health services
-17When Employment Service procedure isto refer:D.1.Counselor works with job goal.2.SRO refers to NDTA.When it is outside your technicalcompetency:--medical, 1- al, etc.VIII. How to ConsultA.Often preferable to referral because itminimizes dropouts.B.Use to answer question, "Should I refer?Use to clarify questions about referral.D.1.What is appropriate service?2.What is best sequence of services?Before consulting, you should know whatyou want from the expert.1.Opinion on your ideas2.Not specific directionsDiscussion with supervisor for specificadvice is different from consultation.IX.How to referPurpose of referral is to solve a criticalemployment problem of the applicant. If hedoes not get to resource person or if resourcedoes not provide necessary service, thispurpose will not be fulfilled. To avoid thiskind of failure, pick services carefully, andmake sure the applicant gets to them at leastonce. How?A.Give applicant the name of an individualto talk with, not just the name of anagency.Arrange a specific napplicant.for the
18parencytrC.ency #8To reduce his anxiety about what hasbeen said, have the applicant presentwhen you make referral arrangements.Describe resource nerson to applicantin terms of his function as well as hisjob title.transparency #91.Titles can sound threatefrightening.2,Don't refer to the "Chief ofPsychological Evaluation" butdescribe the tester as someone whocan help him discover what kind ofthings he can do best.Do tot use initials or nutbers of agencies'programs or forms like V.E.R., C.E.P.,M.D.T.A., 511, etc.X.1.They will confuse applicant.2,Not everyone knows ES jargon,Sequence of services is sometimes crucial.A.If applicant needs one service before hecan net the criteria for receivinganother service.For example, if an applicant doesn't knowwhat kind of job he wants and also hastrouble explaining his assets in an interview, he needs two services: Counselingfor job goal and jobseeking skillstraining.Having an appropriate job goal is onecriterion which must be met beforejobseeking skills training can be given,so in this case counseling must precedejobseeking skills.
-19-All this information--knowledge of allpossible services, what makes a serviceappropriate, how to consult and how to refer- Is necessary for formulating the EtployabilityPlan. Since the plan may change depending onthe applicant's progress, it must be writtendown'so you can keep track of where he stands.What are the essentials in a plan?blank transparency.fill in essentialInformation for planin format given inmanual as the itemsare given bytrainees. Prod forinformation, but ifthey have trouble,you fill in the gaps.A.Applicant's naMeB.Specialist's nameC.DateProblems stated In terms of their solution,i.e.' problem --he cannot find work becausehe cannot explain his skills; solution -MS teaches Jobseeking SkillsE.Services necessaryF.Sequence of servicesG.-Where service is providedWho the contact person isWhen:1.Does the applicant start?2.Does applicant complete?3.Is progress to be reviewed?4.Is report expected?Plan changes and evaluation of1.DateCommentsIf your office doesn't allow space on anyof the forms yon use with applicants, youshould keep these records on your own.XII.questions?
-20pass out manXIII. Familiarize trainees with thereferencemanueg.pass out EmployaXIV.bility Plan worksheets andAppraisal InterviewData SheetNov we're going to look at a tapof aninterview:A.Evaluate the interview using he AppraisalInterview Data Sheet.When-the tape is over, use the ,EmployabilityPlan form to state his problem(s) in termswhich imply the solution and formulate anEmployability Plan to remedy these problems.Play tape(descriptions oftapes are inthe appendix)Discussion(see following pagefor guidelines)If trainees have troublecoming to agreement,show the second tape andrepeat processC.Keep in mind the actual services availablein your own office and community when youdo this.D.When you've taken about 15-20 minutes todo this, we'll discuss your plans and tryto come to an agreement about a general,effective sequential Employability Plan.
3DMPLOYABILITY PLANApplicantWilliam is-11 with co-workers and supervisors; gWing abilappearance; good2.good health;0 work friendlThe problem(s)absenteeismToyed 6 months; eyesight; familyThe correct sequence of necessary se agendy for assistance with houscheck references from pastsRefer to communitybrimsin data from ey14.) setaointment forsecond interviewWho will provide serviceopriate community agency-Applicant will provide exam data; OWS will provide servicesWho is contact personWhen:Does applicant start?Does applicant corplete?Is progress to be reviewed?Is a report expected?07.Flan changes and evaluation of progressDateCom
The applicant must agree with goal and nature of service he to receive. Other persons important to applicant (family, other agency professionals, etc.) should be exipected to support (at least not interfere with) the am:alma-is
R 323.1151 to R 323.1159, R 323.1162 to R 323.1164, and R 323.1169 of the Code are rescinded to read as follows: PART 5. SPILLAGE OF OIL AND POLLUTING MATERIALS . R 323.1158 Rescinded . R 323.1151 Rescinded R 323.1159 Rescinded R 323.1152 Rescinded R 323.1162 Rescinded R 323.1153 Rescinded R 323
USP Health and Wellness Centre ( 679) 323 2362 / 323 2202 USP Security Main Gate ( 679) 323 2211 ext 122 Pedestrian Gate ( 679) 323 2211 ext 121 Back Gate ( 679) 323 2211ext 120 Control Room (after hours) ( 679) 323 2211/ 323 2840 EMALUS CAMPUS, VANUATU Hospital ( 678) 22100 Ambulance - Hospital 112 Emergency - Promedical Ambulance 115
NiIr/Cr2O3 323 0.5 6.0 247.9a S7 Ni0.6Pt0.4/MSC-30 303 0.6 6.0 240a S8 Ni0.9Pt0.1/graphene 323 0.5 6.0 240b S9 Ni0.9Pt0.1-CeO2 323 0.5 5.74 234b S10 Cu0.4Ni0.6Mo 323 2.0 6.0 108b S11 Ni@(RhNi-alloy)/Al2O3 323 without 5.74 72.0a S12 Ni5@Pt 323 without 4.4 2.3a S13 aThe total TOF values were
complete and affix Customs Declaration 43-074-172. Priority Worldwide. Document Priority Worldwide shipping label (43-074-277) Non-document Commercial Invoice or Invoice Declaration (33-081-002) Xpresspost – USA Xpresspost - USA Shipping Label 43-074-281 Xpresspost -
1 School Phone Number: 754 323 6250 Fax Number: 754 323 6290 Attendance Line: 754 323 6252 Keep your contact info up to date in the front office to receive
naval ships’ technical manual chapter 074 volume 3 - gas free engineering supersedure notice: this manual supersedes chapter 074, volume 3, dated 01 september 2009 and all changes thereto.
analytical geometry mathematics grade 12 revision pack (2019) past papers by ayanda dladla/ 074 994 7970 . grade 12-analytical geometry 1 by: ayanda dladla cell no: 074 9947970 feb 18 . grade 12-analytical geometry 2 by: ayanda dladla cell no: 074
U.S. Patent No. 5,960,074 - Mercedes-Benz USA, LLC ("Mercedes") Page 2 of 43 The following charts explain how all Mercedes-Benz's products containing the "mbrace" system use a cellular network directly infringe numerous claims of U.S. Pat. No. 5,960,074. All Mercedes Benz containing the "mbrace" WiFi hotspot system
