Adaptive Management Plan Sample Clauses

Adaptive Management Plan. The AMP will be submitted by PG&E to FERC at the time that PG&E files its license amendment application pursuant to this MOU. The Parties acknowledge that implementation of the AMP could later involve proposals for changes in operations, project facilities, and possible decommissioning of some additional FERC Project No. 1121 facilities to improve biological effectiveness and habitat values for chinook salmon or steelhead. Subject to Section 6.1 D, the Parties agree that for the term of the existing FERC license, and any subsequent annual licenses, the instream flows developed by the AMP will not be lower than the prescribed instream flow releases specified in Attachment 1, unless agreed to by the Resource Agencies, and submitted to FERC for approval. The Parties acknowledge that the Resource Agencies cannot waive their responsibilities under federal and state law, and specifically reserve their jurisdiction under the ESA and other federal and state laws. If prescribed instream flow releases are reduced below those specified in Attachment 1, and later determined to be insufficient, any later increase of prescribed instream flow releases up to the amounts described in Attachment 1 shall not be compensated by funds provided in Sections 9.2 A and 9.2 B. However, any increase of prescribed instream flow releases above those set forth in Attachment 1 shall be compensated through the AMP. In order to ensure timely implementation of Adaptive Management measures, the AMP will identify the range of possible Restoration Project adjustments that may be implemented due to new information, risk, uncertainty, or opportunity. The intent of this provision is to enable FERC to approve the range of future adjustments that may be undertaken pursuant to this license amendment.
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Adaptive Management Plan. This component of the proposed Restoration Project is described in Section 9.1.
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Adaptive Management Plan. The SCWG will develop an Adaptive Management Plan to implement the Socio-Cultural Strategy, the Languages Program, the Education Pilot Program and the Skills Program which incorporates the following elements: (a) a description of intended outcomes; (b) performance indicators that measure progress towards the intended outcomes; and (c) monitoring and making improvements to the Socio-Cultural Strategy, the Languages Program, the Education Pilot Program, and the Skills Program.
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Adaptive Management Plan. (1) RECON will prepare a draft Adaptive Management Plan (AMP) based on the covered activities and, in part, incorporating the work product developed in the modeling process described in Task 6 a. The AMP will provide a framework of implementation measures to minimize and mitigate the effects of the covered actions in the EARIP HCP and to respond to future changes in the project area of effect. The AMP will be developed through an iterative process with the EARIP, beginning after the identification of the proposed action. The AMP will have as primary goal the reduction of uncertainty in the implementation of measures to manage and? monitor the spring system and associated covered species. The AMP will be developed as an implementation program including planning, monitoring, research, evaluation, and mechanisms and guidance for adjusting management to achieve specific objectives established in the EARIP HCP. Preliminary drafts of the AMP will be presented to the EARIP for review and input during plan development, and prior to submittal of the draft AMP. (2) RECON will prepare a final Adaptive Management Plan for incorporation into the EARIP HCP. Task 4: (optional): Evaluation of existing data regarding the Whooping Crane
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Adaptive Management Plan. An Adaptive Management Plan (“AM Plan”) was not included in the License Application. Proposed A-LA 15 requires the District to consult with the ARC to develop an AM Plan. The District will file the AM Plan with the Commission within 180 days of License issuance, and will implement the plan upon Commission approval. The goal of the AM Plan is to address key operational constraints over the term of a new License. The AM Plan will document how the District will: (1) address water use issues (specifically relating to Xxxxx Lake) when refill, Project operations, flow releases, and Xxxxx Lake water surface elevations may conflict; and (2) address the process for evaluating and adaptively managing within the constraints of the specific License Articles. Operational and environmental conditions in the Xxxxxxx Project area and the Sultan River basin are likely to change through the term of a new License, as a result of natural processes, increased demand for water, and implementation of the PM&Es described in these License Articles. Developing and implementing the AM Plan will provide a structured, iterative process that the District and the ARC can follow to make decisions regarding Project operations in the face of uncertainty, with an aim to reduce uncertainty over time via monitoring. The adaptive management program at the Project is expected to result in the most effective resource protection through the term of the Project License.
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Adaptive Management Plan. The Consultant will evaluate the existing basins to identify opportunities for adaptive management. The evaluation will focus on refining the proposed facilities based on current and anticipated redevelopment within the contributing basin, expansion opportunities and maintenance considerations. City of Xxxxxxx’x Responsibilities 1. City will provide input and review comments on the draft Adaptive Management Plan within the agreed upon schedule. 2. Review Draft and Final Adaptive Management Plan prior to submittal to Ecology. 3. Upload the Draft and Final Adaptive Management Plan and files for Ecology review and approval.
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Adaptive Management Plan identifies how monitoring will be used to adaptively manage a project’s public water quality benefit through a collaborative meet and confer process and contains the elements required by California Code of Regulations, title 23, section- 6014, subdivision (a)(2).
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Adaptive Management Plan the plan attached to this Contract as Exhibit B and which contains the elements required by California Code of Regulations, title 23, section 6014, subdivision (a)(2).
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Related to Adaptive Management Plan

  • Management Plan The Management Plan is the description and definition of the phasing, sequencing and timing of the major Individual Project activities for design, construction procurement, construction and occupancy as described in the IPPA.

  • Executive Management The PH-MCO must include in its Executive Management structure: • A full-time Administrator with authority over the entire operation of the PH-MCO. • A full-time HealthChoices Program Manager to oversee the operation of the Agreement, if different than the Administrator. • A full-time Medical Director who is a current Pennsylvania-licensed physician. The Medical Director must be actively involved in all major clinical program components of the PH-MCO and directly participates in the oversight of the SNU, QM Department and UM Department. The Medical Director and his/her staff/consultant physicians must devote sufficient time to the PH-MCO to provide timely medical decisions, including after-hours consultation, as needed. • A full-time Pharmacy Director who is a current Pennsylvania-licensed pharmacist. The Pharmacy Director oversees the outpatient drug management and serves on the PH-MCO P&T Committee. • A Dental Director who is a current Pennsylvania-licensed Doctor of Dental Medicine or Doctor of Dental Surgery. The Dental Director may be a consultant or employee but must be available at a minimum of 30 hours per week. The Dental Director must be actively involved in all program components related to dental services including, but not limited to, dental provider recruitment strategy, assessment of dental network adequacy, providing oversight and strategic direction in the quality of dental services provided, actively engaged in the development and implementation of quality initiatives, and monitor the performance of the dental benefit manger if dental benefits are subcontracted. A full-time Director of Quality Management who is a Pennsylvania- licensed RN, physician or physician's assistant or is a Certified Professional in Healthcare Quality by the National Association for Healthcare Quality Certified in Healthcare Quality and Management by the American Board of Quality Assurance and Utilization Review Providers. The Director of Quality Management must be located in Pennsylvania and have experience in quality management and quality improvement. Sufficient local staffing under this position must be in place to meet QM Requirements. The primary functions of the Director of Quality Management position are: • Evaluate individual and systemic quality of care • Integrate quality throughout the organization • Implement process improvement • Resolve, track, and trend quality of care complaints • Develop and maintain a credentialed Provider network • A full-time CFO to oversee the budget and accounting systems implemented by the PH-MCO. The CFO must ensure the timeliness and accuracy of all financial reports. The CFO shall devote sufficient time and resources to responsibilities under this Agreement. • A full-time Information Systems Coordinator, who is responsible for the oversight of all information systems issues with the Department. The Information Systems Coordinator must have a good working knowledge of the PH-MCO's entire program and operation, as well as the technical expertise to answer questions related to the operation of the information system. • These full time positions must be solely dedicated to the PA HealthChoices Program.

  • Project Management Plan 3.2.1 Developer is responsible for all quality assurance and quality control activities necessary to manage the Work, including the Utility Adjustment Work. Developer shall undertake all aspects of quality assurance and quality control for the Project and Work in accordance with the approved Project Management Plan, Good Industry Practice and applicable Law. 3.2.2 Developer shall develop the Project Management Plan and its component parts, plans and other documentation in accordance with the requirements set forth in Section 1.5.2.5

  • JOINT LABOUR MANAGEMENT COMMITTEE A Joint Labour Management Committee shall be established to attend to those matters which are of mutual interest. To ensure its effectiveness the Committee shall be separate and apart from the grievance procedure.

  • PERFORMANCE MANAGEMENT SYSTEM 6.1 The Performance Plan (Annexure A) to this Agreement sets out – 6.1.1 The standards and procedures for evaluating the Employee’s performance; and 6.1.2 The intervals for the evaluation of the Employee’s performance. 6.2 Despite the establishment of agreed intervals for evaluation, the Employer may in addition review the Employee’s performance at any stage while the contract of employment remains in force; 6.3 Personal growth and development needs identified during any performance review discussion must be documented in a Personal Development Plan as well as the actions agreed to and implementation must take place within set time frames; 6.4 The Employee’s performance will be measured in terms of contributions to the goals and strategies set out in the Employer’s Integrated Development Plan (IDP) as described in 6.6 – 6.12 below; 6.5 The Employee will submit quarterly performance reports (SDBIP) and a comprehensive annual performance report at least one week prior to the performance assessment meetings to the Evaluation Panel Chairperson for distribution to the panel members for preparation purposes; 6.6 Assessment of the achievement of results as outlined in the performance plan: 6.6.1 Each KPI or group of KPIs shall be assessed according to the extent to which the specified standards or performance targets have been met and with due regard to ad-hoc tasks that had to be performed under the KPI, and the score of the employer will be given to and explained to the Employee during the assessment interview. 6.6.2 A rating on the five-point scale shall be provided for each KPI or group of KPIs which will then be multiplied by the weighting to calculate the final score; 6.6.3 The Employee will submit his self-evaluation to the Employer prior to the formal assessment; 6.6.4 In the instance where the employee could not perform due to reasons outside the control of the employer and employee, the KPI will not be considered during the evaluation. The employee should provide sufficient evidence in such instances; and 6.6.5 An overall score will be calculated based on the total of the individual scores calculated above.

  • Change Management BellSouth provides a collaborative process for change management of the electronic interfaces through the Change Control Process (CCP). Guidelines for this process are set forth in the CCP document as amended from time to time during this Agreement. The CCP document may be accessed via the Internet at xxxx://xxx.xxxxxxxxxxxxxxx.xxxxxxxxx.xxx.

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