Training Process. The normal self- training practices are expected on an ongoing basis to enable a fully experienced assistant operator to replace the regular operator during his absence. - When new equipment is installed on a machine or modifications are made, both the operator and assistant operators will receive equal training. - The length of training required will vary depending on the successful applicant's previous experience and through mutual agreement between the trainee and the Shift Manager. A reasonable training period will be given based on the individual’s past experience ranging from no training required to four (4) weeks plus any additional training mutually agreed upon.
Training Process. An effective optimization method is required to train the policy. Reference [1] has demonstrated that vanilla policy gradient (VPG), so called REINFORCE [13], outperform actor critic when the recurrent policy is used in DNN compression. Therefore, we adopt VPG to train the policy πθ as follows.
Training Process. Program Coordinator Each intern is assigned a Program Coordinator who is the faculty member from their major focus area serving on the Training Committee. The Program Coordinator serves as an information source until the internship officially begins, then as advisor for the intern while planning their training program for the year. The Program Coordinator is available throughout the year for advice regarding problems that may arise and collects feedback from supervisors concerning the intern's progress. Creating a Training Schedule During the first week, each intern creates a training schedule for the year in consultation with their Program Coordinator. The internship provides training in two 6-month blocks. All interns regardless of their major population will participate in a range of training rotations with a variety of populations. All interns have major rotations (2 ½ to 3 days per week) in their focus area in both 6 month blocks. Some focus areas have flexibility in how the major rotations are scheduled; some do not. Interns can select one minor rotation (1- 1 ½ days per week) for each 6-month block depending on their interests or training needs. Some minor rotations are available for the entire year; some are available only in the first or second 6 months. Interns may change their intended minor for the second 6 months if new interests emerge. Please see the Training Settings section below for more details about the major and minor rotations. Core Competencies The internship identifies core competencies that all interns are expected to acquire by the end of the internship year regardless of their focus area. The core competencies are those which involve gradual acquisition of skills through experiential learning, direct service under supervision, and didactics.
Training Process. As previously commented the training process is a very important task in the SOCIABLE project, given that SOCIABLE platform cannot operate without the active involvement of human operators from the pilot sites. The people (experts/careers) that will perform the SOCIABLE Training Sessions with the elderly must be trained before the commencement of the pilot operations. It was envisaged that one fully day training on all the SOCIABLE modules and the SOCIABLE cognitive training paradigm would be enough. Hence the SOCIABLE training (for health professional engaging in SOCIABLE sessions) should as a minimum cover: • The Workflow of the SOCIABLE approach to cognitive training. • Training on the Back-office module of the SOCIABLE platform. • Training on the BOL application. • Training on the SOCIABLE cognitive games. The following table shows the training process designed proposed to the pilot sites, with emphasis on the different subjects/topics comprising SOCIABLE training session. These topics cover all the (software) modules of the SOCIABLE platform (Back-office, Book of Life, and Cognitive Games), the cognitive assessment of the elderly (based on the platform), as well as issues associated with setting-up and configuring the platform. Training Subjects / Topics Training purpose Indicativ e Duration Training Material Used T1. SOCIABLE Services in a nutshell a. The SOCIABLE Services Lifecycle - Walkthough a SOCIABLE Programme, b. Roles and Responsibilities, c. Overview of the Use of the SOCIABLE platform An introduction to SOCIABLE concept and service presenting some details in each main point of SOCIABLE Lifecycle 30 min PPT Presentantions
Training Process a) The employee whose application has been accepted following the selection process described in sub-paragraph 2) will not be available for dispatch in order to participate in the training process. In order to accelerate the training process, the employee accepted will see his shift (day) modified so that it may coincide with that of his trainer. Should the training process be suspended or should there be a shortage in the candidate's primary classification, the employee in training may temporarily be reintegrated into the dispatch system in his primary classification as well as his original shift.
Training Process. A. The following criteria will be used by the Employer and will be explained to employees when developing individual training plans and when approving or disapproving a training request:
Training Process a. All significant training and retraining exercises would be coordinated with Manager and shall take place at the Hotel except if otherwise agreed with Hotel Services Provider;
