Interview Design Sample Clauses

Interview Design. The overall objective of these interviews was to ensure the usability of the Dicode approach for the Social Media Monitoring process. Our specific target group consisted of ten high level marketing professionals. Understanding their requirements for this process is certainly important for the successful exploitation of Dicode services. Usually, such people have limited time to spend and are not used to work towards evaluating innovations in early stages. For them, the “big picture” is by far more important than details. We carried out this experiment through individual face-to-face and telephone interviews in order to have the possibility to clearly explain our approach, answer upcoming questions, and obtain a deep understanding of their needs and judgements. In marketing, it is customary to review the benefits of innovations based on the main concept, as long as the final, perfectly functional and user-friendly implementation does not yet exist. In other words, it was the “big picture” and not specific services that were evaluated through this experiment. Interviews’ participants are in leadership positions in communication agencies and industry with huge experience in the field of digital communications. Details about their roles and associated companies are summarized in Table 3.1. Name Role Company Description Xxxxxxx Xxxxxx Managing Director Creative Analytic 3000 a company for consumer research, internationally active, about 30 employees, clients: Deutsche Bank, Procter & Xxxxxx, Deutsche Telekom, Novartis, Bongrain etc. Xxxxx Xxxxxxx Senior Brand Manager DACH SCA Group develops, produces and markets personal care products, tissue, packaging, publication papers and solid-wood products, and has sales in more than 100 countries with 45,000 employees worldwide Xxxxxx Xxxxxxx Managing Director Germany Mags Supports advertising agencies in terms of digital communications, with more than 60 employees, headquarter in Xxxxx Xxxxxx Xxxxxxx Chairman MEC Access Germany Media Agency that employs 4.400 people in more than 80 countries, Clients: Xxxxxxxx, Microsoft, Honda, Sony, Paramount etc. Xxxxxx Xxxxxxxxxx Founder & CEO Socialect Start up, consulting agencies and industry due to Social Media, Client: IngDiBa Prof. Xx. Xxxxxxxx Xxxxxxx Managing Partner ISK - Institut für Stategie & Kommunikati on A strategy consultancy with focus on brands, communications and change management, Clients: Wepa, TraffiQ, Cofresco etc. Xxxxx Xxxxx zum Rode Manager Brand Strategy &...
Sample 1
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Interview Design. A semi-structured interview was designed as a means of eliciting in-depth qualitative information about expert users‟ views on and current uses of the pathway metaphor. As the Interview Guide5 explains: “The purpose of this interview is to gather information about your own understanding and use of pathways in the context of your work and cultural heritage collections. There are four main Sections: A. exploring the concept of a path B. the process you use or might use for developing a path C. how other people might use your path D. your views on other people‟s paths” The main questions in the PATHS expert user interview are intended as prompts to an open- ended discussion of elements of each of these four themes. Each question is also accompanied by a series of sub-questions that may be used as prompts by the interviewer to prompt further detail on aspects of the main question. Each of the four interview Sections are presented below, along with explanation of their relevance in the context of PATHS user requirements research, and an overview of the main questions asked. For details of the sub-questions, see the full Interview Guide. 5.1.1. Exploring the concept of a path 1. What does the idea of a pathway through a digital collection mean to you? 2. How might the pathway concept be applied in the context of your work? 3. Do you see any connection between the concept of pathways, and guided tours or trails? 4. Do you see any connection between the concept of pathways, and storytelling or narrative?
Sample 1
Interview Design. I conducted four semi-structured, in-depth interviews with HIV specialists living and working in Metro Manila. Interview guides for these interviews were developed based on the individual participant and their specific area of expertise. Interviews focused on topics listed in Table 4: The history of HIV/AIDS in the Philippines Cultural factors specific to the Philippines and the impact of these factors on HIV/AIDS The changing demographics of HIV/AIDS in Manila and the Philippines Stigma and discrimination and HIV/AIDS, sexual orientation, and gender identity Availability and types of services available to people affected by HIV/AIDS (including both prevention and treatment services) Knowledge and perceptions of alternative therapies (focusing on yoga, meditation, and breathing) and HIV/AIDS, physical health, mental health, and overall well-being Future of HIV/AIDS services in light of funding changes and concerns Yoga for Life (if the participant was acquainted with the program)
Sample 1

Related to Interview Design

  • Interview A new employee will have the opportunity to meet with a representative of the Union in the employ of the Hospital for a period of up to minutes during the employee's orientation period without loss of regular earnings. The purpose of the meeting will be to acquaint the employee with such representative of the Union and the collective agreement. Such meetings may be arranged collectively or individually for employees by the Hospital as part of the orientation program." "No employee shall be required or permitted to make any written or verbal agreement with the Hospital or its which conflicts with the terms of this agreement. No individual employee or group of employees shall undertake to represent the union at meetings with the Hospital without proper authorization from the union."

  • Interviews An applicant for a posted position with the Employer who is not on a leave of absence without pay and who has been called for an interview shall suffer no loss of basic earnings to attend. Should an employee require a leave of absence from duties for the interview, their supervisor shall be notified as soon as the requirement to appear for an interview is made known.

  • Interview Period It is agreed that upon commencement of employment new employees will be advised by a representative of the Hospital of the existence of the Union and the conditions surrounding their employment as contained in the herein collective agreement and any rules that may be formulated under its terms. It is also agreed that a representative of the union will be given an opportunity to interview each employee once within the completing month of his/her probationary period for the purpose of ascertaining the wishes of the employee concerning membership in the Union. Such interview may take place on the day of orientation. The Hospital will notify the Union monthly of the names of those employees who are completing their probationary period and on request will arrange a time and place for such interview that time of which shall not exceed 15 minutes. Neither employee shall suffer loss of regular pay as a result of such interview.

  • Training Materials Training Materials will be provided for each student. Training Materials may be used only for either (i) the individual student’s reference during Boeing provided training and for review thereafter or (ii) Customer’s provision of training to individuals directly employed by the Customer.

  • Training a. The employer, in consultation with the local, shall be responsible for developing and implementing an ongoing harassment and sexual harassment awareness program for all employees. Where a program currently exists and meets the criteria listed in this agreement, such a program shall be deemed to satisfy the provisions of this article. This awareness program shall initially be for all employees and shall be scheduled at least once annually for all new employees to attend. b. The awareness program shall include but not be limited to: i. the definitions of harassment and sexual harassment as outlined in this Agreement; ii. understanding situations that are not harassment or sexual harassment, including the exercise of an employer's managerial and/or supervisory rights and responsibilities; iii. developing an awareness of behaviour that is illegal and/or inappropriate; iv. outlining strategies to prevent harassment and sexual harassment; v. a review of the resolution of harassment and sexual harassment as outlined in this Agreement; vi. understanding malicious complaints and the consequences of such; vii. outlining any Board policy for dealing with harassment and sexual harassment; viii. outlining laws dealing with harassment and sexual harassment which apply to employees in B.C.

  • Interview Questions Explanation Why do you want to be a Board member? What specific skills would you bring to the Board? Please give specific examples of your ability in interpersonal relationships and teamwork. What do you see as the role of a Board member? What have you done to prepare yourself for the challenges of being a Board member? Interview questions are at the Board's sole discretion. This list is not exhaustive, but it may help the Board tailor its questions toward finding a candidate who will approach Board membership with a clear understanding of its demands and expectations along with a constructive attitude toward the challenge. The Board may also want to consider allowing an equal amount of time for each interview. Please describe your previous community or non-profit experiences. What areas in the district would you like to see the Board strengthen? See IASB's Recruiting School Board Candidates, available at: xxx.xxxx.xxx/xxxxxxxx/xxxxxxxxxx.xxx A prospective candidate to fill a vacancy may raise other specific issues that the Board will want to cover during an interview. What is your availability to meet the time, training commitments, and other responsibilities required for Board membership? Describe what legacy you would like to leave behind. In each interview, the Board President will: Introduce Board members to the candidate at the beginning of the interview. Describe the Board's interview process, selection process, and ask the candidate if he or she has questions about the Board's process for filling a vacancy by appointment. Describe the District's philosophy or mission statement. Describe the vacancy for the candidate by reviewing the: (1) qualifications, and (2) general duties and responsibilities of the Board and the Board members, including fiduciary responsibilities, conflict of interest, ethics and gift ban, and general Board member development. Begin asking the interview questions that the Board developed. Ask the candidate whether he or she has any questions for the Board. Thank the candidate and inform the candidate when the Board expects to make a decision and how the candidate will be contacted regarding the Board's decision. The Board President will lead the Board as it interviews prospective candidates. See Board policy 2:110, Qualifications, Term, and Duties of Board Officers. The president presides at all meetings. 105 ILCS 5/10-13. The Board may also want to consider allowing an equal amount of time for each interview. Fill vacancy by a vote during an open meeting of the Board before the 60th day (105 ILCS 5/10-10, amended by P.A. 101-67, eff. 1-1-20). Announcement Explanation The Board appointed [appointee's name] to fill the vacancy on the Board. The appointment will be from [date] to [date]. The Board previously established qualifications for the appointee in a careful and thoughtful manner. [Appointee's name] meets these qualifications and has demonstrated the willingness to accept the duties and responsibilities of a Board member. [Appointee's name] brings a clear understanding of the demands and expectations of being a Board member along with a constructive attitude toward the challenge. The contents of the appointment announcement and length of time it is displayed are at the Board's sole discretion. The Board may want to consider announcing the appointment during its meeting and also by posting it in the same places that it posted the vacancy announcement. See Board policy 8:10, Connection with the Community. See Board policy 2:80, Board Member Oath and Conduct. Each individual, before taking his or her seat on the Board, must take an oath in substantially the form given in 105 ILCS 5/10-16.5. See Board policy 2:120, Board Member Development, and 2:120-E, Guidelines for Serving as a Mentor to a NewSchool Board Member. Orientation assists new Board members to learn, understand, and practice effective governance principles. See the IASB Foundational Principles of Effective Governance, available at: xxx.xxxx.xxx/xxxxxxxxxx_xxxxx.xxx. DATED : December 16, 2019

  • Feedback You have no obligation to provide us with ideas, suggestions, or proposals (“Feedback”). However, if you submit Feedback to us, then you grant us a non-exclusive, worldwide, royalty-free license that is sub-licensable and trans- ferable, to make, use, sell, have made, offer to sell, import, reproduce, publicly display, distribute, modify, or publicly perform the Feedback in any manner without any obligation, royalty, or restriction based on intellectual property rights or otherwise.

  • Curriculum U The Academy Trust must provide for the teaching of religious education and a daily act of collective worship at the Academy.

  • Trainings Appointment of any length involving two (2) or more Consumers who might need to split up to join different trainings, group discussions, etc.

  • Programming Each electronic voting system used is specially pro- grammed by the firm PG Elections inc. for the munici- pality in order to recognize and tally ballot papers in accordance with this agreement.

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