Functional Separation of Risk Assessment and Risk Management Sample Clauses

Functional Separation of Risk Assessment and Risk Management. In general, the functions of risk assessment and risk management should be carried out separately to the extent practicable, so that the science remains independent from regulatory policy and values. Functional separation may be more obvious when different bodies or officials are responsible for risk assessment and risk management tasks. However, functional separation can also be achieved in countries with limited resources and personnel where risk assessments are undertaken by people who act as both risk assessors and risk managers. What is important in these cases is to have conditions in place which ensure that risk assessment tasks are carried out separately from risk 52 management tasks (see Unit 6). In such cases, particular attention should be devoted to ensuring that the risk assessment meets the criteria. Communication between risk assessors and risk managers is also a critical element in the process, as described in more detail in Unit 8.
Sample 1
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Related to Functional Separation of Risk Assessment and Risk Management

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  • MANAGEMENT OF EVALUATION OUTCOMES 12.1 Where the Employer is, any time during the Employee’s employment, not satisfied with the Employee’s performance with respect to any matter dealt with in this Agreement, the Employer will give notice to the Employee to attend a meeting; 12.2 The Employee will have the opportunity at the meeting to satisfy the Employer of the measures being taken to ensure that his performance becomes satisfactory and any programme, including any dates, for implementing these measures; 12.3 Where there is a dispute or difference as to the performance of the Employee under this Agreement, the Parties will confer with a view to resolving the dispute or difference; and 12.4 In the case of unacceptable performance, the Employer shall – 12.4.1 Provide systematic remedial or developmental support to assist the Employee to improve his performance; and 12.4.2 After appropriate performance counselling and having provided the necessary guidance and/or support as well as reasonable time for improvement in performance, the Employer may consider steps to terminate the contract of employment of the Employee on grounds of unfitness or incapacity to carry out his or her duties.

  • COMMERCIAL REUSE OF SERVICES The member or user herein agrees not to replicate, duplicate, copy, trade, sell, resell nor exploit for any commercial reason any part, use of, or access to 's sites.

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