Transcription of interviews Sample Clauses

Transcription of interviews. For interviews, the transcription was done verbatim in order to capture the original interaction as closely as possible; the conversation was transcribed in the form of a dialog (Xxxxxxx 2006,487–488). Interviews were conducted in Spanish, as this was the native language of most of the interviewees. The transcription of the interviews conducted in their native language allowed for the analysis of other nuances of meaning. The transcription also permitted a thematic analysis (Xxxxx and Xxxxxx 2006), which helped identify patterns in the responses from which themes could be derived (Xxxxxx and Xxxxxxx 2000). The thematic analysis done involved the organization of information according to the topic of each question. An analysis of keywords used by the interviewees throughout the responses was also conducted, as well as the words used by different interviewees to respond to the same questions. These words were used to create codes of related patterns in the answers and were later compiled in broader categories of information that permitted the organization of the codes in broader and more relatable terms. As the interview protocol promised anonymity for the participants in the study, codes were assigned to each respondent of the interview questions. The coding of the participants’ names were assigned based on the chronological order in which the interviews took place, or in the order the written answers were received as well as to the type of relationship each participant had with heritage area: - Participants 1 through 14: Public heritage officials with current or former posts in a governmental position; - Participants 15 and 16: Heritage managers; - Participants 17 through 19: Private collectors with collections open to the public; - Participants 20 through 22: Private collectors with collections closed to the public. Notes were regularly taken during the course of the research. Both note-writing and constant comparative analysis helped to minimize bias because both activities are reflective, which aided objectivity throughout the study. Field notes, in particular, served as reminders to separate personal thoughts that might impose on the theory from the information that emerged from the data (Xxxxx and Xxxxx 2014). Field notes included topics such as thoughts or concerns related to the study, the interpretation of relevant activities in participant observation, reflections on the quality of the process, and thoughts on emerging codes and categories.
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Related to Transcription of interviews

  • 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 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."

  • Investigatory Interviews ‌ A. Upon request, an employee has the right to a union representative at an investigatory interview called by the Employer, if the employee reasonably believes discipline could result. An employee may also have a union representative at a pre-disciplinary meeting. If the requested representative is not reasonably available, the employee will select another representative who is available. Employees seeking representation are responsible for contacting their representative.

  • Transcripts When CONTRACTOR is a NPS, CONTRACTOR shall prepare transcripts at the close of each semester, or upon student transfer, for students in grades nine (9) through twelve (12) inclusive, and submit them on LEA approved forms to the student’s school of residence for evaluation of progress toward completion of diploma requirements as specified in LEA Procedures. CONTRACTOR shall submit to the LEA names of students and their schools of residence for whom transcripts have been submitted as specified by the LEA.

  • Witnesses At any stage of the grievance or arbitration procedure, the parties may have the assistance of the employee(s) concerned as witnesses and any other witnesses. All reasonable arrangements will be made to permit the concerned parties or the Arbitrator(s) to have access to the Employer's premises to view any working conditions which may be relevant to the settlement of the grievance.

  • Testimony If DST is required by a third party subpoena or otherwise, to produce documents, testify or provide other evidence regarding the Services, this Agreement or the operations of the Fund in any Action to which the Fund is a party or otherwise related to the Fund, the Fund shall reimburse DST for all costs and expenses, including the time of its professional staff at DST’s standard rates and the cost of legal representation, that DST reasonably incurs in connection therewith.

  • 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.

  • Abstract The month at which the participant joined the consortium, month 1 marking the start date of the project, and all other start dates being relative to this start date.

  • Investigatory Interview When the employee under investigation is to be interviewed concerning the alleged conduct which could result in discharge or other discipline, the employee and his or her representative shall be notified in writing, at least forty-eight (48) hours prior to the interview. In the event of an emergency, such reasonable notice as the circumstances permit shall be given. The notice shall state that an official investigation is being conducted and shall state the subject matter of the investigatory interview. a. Prior to being interviewed pursuant to this section, the employee shall be afforded a reasonable opportunity and facilities to contact and consult privately with his or her union representative or union attorney. b. Any interview of an employee under this section shall be conducted at a reasonable time, at a suitable location and, when practicable, on the department’s premises when the employee is on duty. The union representative or union attorney may participate in the interview. c. The interview shall be limited to questions that are directly, narrowly, and specifically related to the employee’s job performance as it relates to the allegation(s) or complaints. The employee shall not be subjected to any offensive language nor be threatened with transfer, dismissal or other disciplinary action. Confidentiality of the interview shall be maintained.

  • Credentials The names and credentials of the individuals who: (1) designed the statistical sampling procedures and the review methodology utilized for the Claims Review and (2) performed the Claims Review.

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