Qualitative Findings Sample Clauses

Qualitative Findings. ‌ I. Do Chefs Source Local and Sustainable Food? Why or why not?‌ A number of common themes arose in chefs’ explanations for whether they chose to source food locally and/or sustainably or not and their reasoning behind such decisions. Five of these themes are discussed here. a. Experience & Training‌ Throughout all of the interviews, chefs discussed their previous work experiences in the restaurant industry. Chefs who had previous experience working in a restaurant that procured food locally and/or sustainably knew the processes involved in this type of purchasing. This type of sourcing differs from the conventional ordering processes’ from a large distributor, such as Sysco or US Foods. Participant I demonstrates how these ordering procedures differ. To be xxxxx, it's so much easier to just order through Sysco. They're a system, and I don't know how interested you are in how restaurant accounting works, and things of that nature, and cashflow. And working with the bigger companies makes life easier. If you just sit in front of the computer, you have your order guide, you just say I want five pounds lettuce, I want five pounds tomato. I don't care where they come from. I don't care if they're in season or not. I just need them for my recipe. And you just sit there and go boom, boom, five minutes your orders for the week are done. When you work with so many farmers, you have to physically pick up the phone and make 10, 12 phone calls like three, four times a week to get all your ingredients.37 When a chef orders from one large distributor, such as Sysco they only need to place one order with everything needed. Comparatively, when they work with various farmers, they must determine who they are going to order what products from, place all those orders separately, and make distinct checks for each order. The participants who had familiarity sourcing ingredients unconventionally were familiar with the amount of time and work it takes to purchase from multiple farmers. These participants were also knowledgeable about information regarding production practices and knew what types of questions to ask farmers and purveyors. For example, they ask questions regarding what an animal was fed throughout its life, how much time it spent outdoors, and how it was killed. Other questions a chef can ask could be directed towards fish purveyors. These questions can include information about where, when, and how a fish was caught. Chefs with experience sourcing local, sustai...
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Qualitative Findings. Challenges Experienced When Utilizing Maternal Healthcare Services Ten in-depth interviews were analyzed to explore mothers’ perspectives on the challenges. The questions from the in-depth interview guide included:
Qualitative Findings. Participants in the sample clearly recognized that they and their care recipients suffer from an array of experiences subsumed under the construct of food insecurity. As one caregiver, a single mother, said, “The thing that only God and I know [is that] yesterday my children went without taking any food – nothing. I had some shoes in my house. I wanted to sell the shoes [in order to] prepare some lunch for them.” Another caregiver referred to the food insecurity and distress of one of his care recipients: “[T]here is a woman who [only] boils beans [for her family’s meals]. She is raising two children without a father… Because life now gets expensive, that troubles her mind.” Qualitative results also pointed to positive effects on wellbeing that come with being an AIDS care volunteer, a role that positioned informants within unique social networks involving other volunteers, patients, and divine beings. The representative quotes from informants listed in Table 1 highlight cultural values that emphasize 1) empathy for those “lower” or more vulnerable, 2) reciprocity involving humans and divine entities (God, saints), and 3) mental satisfaction with helping others. TABLE 3.1: Quotes from in-depth semi-structured interviews highlighting empathy, human and divine reciprocity, and mental satisfaction. Profile Quote Single man, age 35, veteran volunteer caregiver “[Being] a volunteer caregiver… will get you to think something good for human beings…and you will sympathize with human beings… Sometimes I will get aid from NGOs [in return for volunteering]; but you have to forget this thing. By believing in God...and doing God’s work, you can live.” (May 8, 2008) Single mother, age , veteran volunteer caregiver “In all my life, what makes me the happiest…is [to see those patients] being human – being able to work and feed themselves. He is now selling second-hand clothes. She is now sewing. We are now good sisters and brothers, and I am very happy.” (October 7, 2008) Young wife and mother, HIV+, newcomer volunteer caregiver Young woman from wealthier background, newcomer volunteer caregiver “What motivated me to be a caregiver? First, I myself am, of course, a patient [i.e. living with HIV/AIDS]. And second, to see others’ pains like my own [and] understand how many hurt people there are. If I am not benefiting in my own way, I will get something from God. God will pay me [back for] my weariness.” (May 20, 2008) “I am working with happiness – I convinced myself for t...

Related to Qualitative Findings

  • Quantitative Results i. Total number and percentage of instances in which the IRO determined that the Paid Claims submitted by CHSI (Claim Submitted) differed from what should have been the correct claim (Correct Claim), regardless of the effect on the payment.

  • Annual Evaluations The purpose of the annual evaluation is to assess and communicate the nature and extent of an employee's performance of assigned duties consistent with the criteria specified below in this Policy. Except for those employees who have received notice of non-reappointment pursuant to the BOT- UFF Policy on Non- reappointment, every employee shall be evaluated at least once annually. Personnel decisions shall take such annual evaluations into account, provided that such decisions need not be based solely on written faculty performance evaluations.

  • Performance Evaluations 34.1. The Contractor is subject to an annual performance evaluation to be conducted by NYCDOT pursuant to the PPB Rules.

  • Evaluations Formal written performance evaluations of each employee shall be carried out during the probationary period and not less than annually thereafter.

  • PERFORMANCE MEASUREMENTS Upon a particular Commission’s issuance of an Order pertaining to Performance Measurements in a proceeding expressly applicable to all CLECs generally, BellSouth shall implement in that state such Performance Measurements as of the date specified by the Commission. Performance Measurements that have been Ordered in a particular state can currently be accessed via the internet at xxxx://xxxx.xxxxxxxxx.xxx. The following Service Quality Measurements (SQM) plan as it presently exists and as it may be modified in the future, is being included as the performance measurements currently in place for the state of Tennessee. At such time that the TRA issues a subsequent Order pertaining to Performance Measurements, such Performance Measurements shall supersede the SQM contained in the Agreement. BellSouth Service Quality Measurement Plan‌ (SQM) Tennessee Performance Metrics Measurement Descriptions Version 2.00 Issue Date: July 1, 2003 Introduction

  • Studies The clinical, pre-clinical and other studies and tests conducted by or on behalf of or sponsored by the Company or its subsidiaries that are described or referred to in the Registration Statement, the Pricing Disclosure Package and the Prospectus were and, if still pending, are being conducted in accordance in all material respects with all statutes, laws, rules and regulations, as applicable (including, without limitation, those administered by the FDA or by any foreign, federal, state or local governmental or regulatory authority performing functions similar to those performed by the FDA). The descriptions of the results of such studies and tests that are described or referred to in the Registration Statement, the Pricing Disclosure Package and the Prospectus are accurate and complete in all material respects and fairly present the published data derived from such studies and tests, and each of the Company and its subsidiaries has no knowledge of other studies or tests the results of which are materially inconsistent with or otherwise call into question the results described or referred to in the Registration Statement, the Pricing Disclosure Package and the Prospectus. Except as described in the Registration Statement, the Pricing Disclosure Package and the Prospectus, neither the Company nor its subsidiaries has received any notices or other correspondence from the FDA or any other foreign, federal, state or local governmental or regulatory authority performing functions similar to those performed by the FDA with respect to any ongoing clinical or pre-clinical studies or tests requiring the termination or suspension of such studies or tests. For the avoidance of doubt, the Company makes no representation or warranty that the results of any studies, tests or preclinical or clinical trials conducted by or on behalf of the Company will be sufficient to obtain governmental approval from the FDA or any foreign, state or local governmental body exercising comparable authority.

  • Metrics The DISTRICT and PARTNER will partake in monthly coordination meetings at mutually agreed upon times and dates to discuss the progress of the program Scope of Work. DISTRICT and PARTNER will also mutually establish criteria and process for ongoing program assessment/evaluation such as, but not limited to the DISTRICT’s assessment metrics and other state metrics [(Measures of Academic Progress – English, SBAC – 11th grade, Redesignation Rates, mutually developed rubric score/s, student attendance, and Social Emotional Learning (SEL) data)]. The DISTRICT and PARTNER will also engage in annual review of program content to ensure standards alignment that comply with DISTRICT approved coursework. The PARTNER will provide their impact data based upon these metrics.

  • Performance Expectations The Charter School’s performance in relation to the indicators, measures, metrics and targets set forth in the CPF shall provide the basis upon which the SCSC will decide whether to renew the Charter School’s Charter Contract at the end of the charter term. This section shall not preclude the SCSC from considering other relevant factors in making renewal decisions.

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