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App design for iphone Jobs, Employment | Freelancer
App design for iphone jobs
17,210 app design for iphone jobs found, pricing in USD
...need an app that the user can register with his email address and need to activate his account before he can participate in the app. The app idea in general the the user need to enter a competition of 10 questions with 4 answers for each question, After he answer all the questions a time score should be recorded with live time score table for each user
$23352 (Avg Bid)
$23352 Avg Bid
IOS Mobile Application - version of an Android App 3 hours left
readymate car app Ended
...3 different designs for presenting mobile app, as follows : - 1 design is iPhone + Android in 3D effect - 1 design is iPhone + Android in 2D or 3D effect - 1 design is iPhone + iPad in 2D or 3D effect The attached image is just to give you an idea. You can use your own imagination to further improve. Once the design is a...
...video on demand platform with subscription (Monthly and Annually). We need someone to build an IOS app, then we will need Android, Apple TV, Android TV, and Amazon FireTV. For the first IOS app (both iPhone and iPad), we have a max budget of $800 Design included. We will also need the various versions and we want to use the same person. We have a web
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value: This website is an Australian freelance marketplace website, which allows potential employers to post jobs that freelancers can then bid to complete. Founded in 2009, its headquarters is located in Sydney, Australia, though it also has offices in Vancouver, London, Buenos Aires, Manila, and Jakarta.


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9780813650449: Little Quack - AbeBooks - Ruth Woods: 0813650445
Ruth Woods Little Quack
ISBN 13: 9780813650449
ISBN 10: 0813650445 ISBN 13: 9780813650449
Publisher: Modern Curriculum Pr, 1961
Everyone said that Little Quack was afraid of everything but Little Quack proves to be the bravest of all
List Price: US$ 8.90
ISBN 10: 0813655447 ISBN 13: 9780813655444
Publisher: Modern Curriculum Press, 1950
Follet..., 1961
Ernest..., 1964
Follett, 1980
Published by Modern Curriculum Pr, Chicago (1961)
Book Description Modern Curriculum Pr, Chicago, 1961. hardcover. Book Condition: Fair. Shows definite wear, and perhaps considerable marking on inside. Bookseller Inventory # GRP92530435
2. Little Quack
Book Description Modern Curriculum Pr, Chicago, 1961. hardcover. Book Condition: Good. Former Library book. Shows some signs of wear, and may have some markings on the inside. Bookseller Inventory # GRP11251296
3. Little Quack
Book Description Modern Curriculum Press. Hardcover. Book Condition: Fair. Bookseller Inventory # G0813650445I5N00
4. Little Quack
Book Description Modern Curriculum Pr, Chicago, 1961. hardcover. Book Condition: Very Good. Ships from Reno, NV. Former Library book. Great condition for a used book! Minimal wear. Bookseller Inventory # GRP94648183
5. Little Quack
Published by Modern Curriculum Press (1961)
Book Description Modern Curriculum Press, 1961. Hardcover. Book Condition: Used: Good. Bookseller Inventory # SONG0813650445
6. Little Quack
Published by Modern Curriculum Pr (2009)
Book Description Modern Curriculum Pr, 2009. Hardcover. Book Condition: Good. Ships with Tracking Number! INTERNATIONAL WORLDWIDE Shipping available. May not contain Access Codes or Supplements. May be ex-library. Shipping & Handling by region. Buy with confidence, excellent customer service!. Bookseller Inventory # 0813650445

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Patent US5509426 - Arm brace - Google PatentsSearch Images Maps Play YouTube News Gmail Drive More »Sign in<nobr>Advanced Patent Search</nobr>PatentsA training brace is provided for retaining the position of an arm of an athlete. The brace comprises mating first and second arm engaging members, means for securing the members together and to the arm, and stop means for limiting the position the arm of the wearer may achieve. The members are preferably...http://www.google.com/patents/US5509426?utm_source=gb-gplus-sharePatent US5509426 - Arm braceAdvanced Patent SearchPublication numberUS5509426 APublication typeGrantApplication numberUS 08/257,210Publication dateApr 23, 1996Filing dateJun 9, 1994Priority dateJun 9, 1994Fee statusLapsedPublication number08257210, 257210, US 5509426 A, US 5509426A, US-A-5509426, US5509426 A, US5509426AInventorsFrederick O. SowerbyOriginal AssigneeSowerby; Frederick O.Export CitationBiBTeX, EndNote, RefManPatent Citations (23), Referenced by (5), Classifications (12), Legal Events (3) External Links: USPTO, USPTO Assignment, EspacenetArm braceUS 5509426 AAbstract A training brace is provided for retaining the position of an arm of an athlete. The brace comprises mating first and second arm engaging members, means for securing the members together and to the arm, and stop means for limiting the position the arm of the wearer may achieve. The members are preferably concave and each include a section which engages the upper arm and the forearm and which when connected, surround the arm. The members are hingedly connected along one edge, and are securely mated to surround the arm of a wearer with connecting straps which encompass the members. Stop means are provided for preventing the forearm and upper arm of the wearer, as measured at the elbow, from achieving an angle of greater than about 90 degrees.
I claim: 1. A device for confining the angular movement of an elbow of an athlete, the arm including an upper arm section and a forearm section coupled at the elbow, comprising:a brace having a first arm-engaging portion for engaging at least a portion of the upper arm and a portion of the forearm, and a second arm-engaging portion for engaging at least a portion of the upper arm and a portion of the forearm, each portion surrounding approximately half of the arm, the portions moveable from a first open position for acceptance of an arm therein, and a second closed position for substantially enclosing said arm; and stop means connected to said first and second arm-engaging portions for preventing the elbow of the athlete from extending to an angle of greater than about 105 degrees. 2. The device of claim 1, further including means for securing the first and second arm engaging members together in said closed position.
3. The device of claim 2, wherein said means for securing comprises at least one strap.
4. The device of claim 3, wherein said strap encompasses said brace and includes hook and loop fastening means.
5. The device of claim 1, wherein said stop means comprises a rigid member connecting forearm and upper arm engaging sections of at least one of said arm-engaging portions of said brace.
6. The device of claim 1, wherein said brace prevents the elbow of the athlete from extending to an angle of over about 90 degrees.
FIELD OF THE INVENTION The present invention relates to an athletic training device. In particular, the present invention relates to a brace which is used to restrain an arm of a runner in a fixed position.
BACKGROUND OF THE INVENTION A need has existed for some time for a training aid for competitive athletes by which the athlete learns to maintain proper arm position when running.
It has been found that in order for an athlete to maximize running speed, proper arm position is necessary. This is true whether the runner is a professional or merely an amateur athlete, and whether the distance to be run is short, in the case of a sprint, or long, in the case of a marathon.
In particular, it is advantageous for a runner to keep his arms and hands up away from the area in which his legs are moving. When the runner's legs are constantly moving up and down, positioning of the arms near the lower torso of the body, or near the legs, interferes with the full range of motion of the legs. Even if a runner's legs do not actually touch his arms, when the arms are carried low, the runner naturally raises his legs just short of his arms or hands in order to avoid contact, resulting in decreased speed.
In order for a runner to maximize the results of his effort, he must raise and lower his legs to a position in which the thigh is approximately perpendicular to his body. In order to prevent the upward movement of the legs from being cut short, runners are instructed to keep their arms out of the way of their legs.
Preferably, the forearm of the runner is bent at an angle of approximately 90 degrees with respect to the upper arm. In this position, the forearm is pointed outwardly at approximately a right angle with respect to the upper arm, and does not extend downwardly in a fashion which can cause interference with the full range of motion of the legs.
Unfortunately, up until this time, there has been no successful means for training an athlete to maintain this desired arm position when running. Most training methods simply involve a coach informing the runner that his or her arm positioning is incorrect, and instructing the runner to raise his forearm with respect to the upper arm to achieve the correct arm positioning.
There remains a need for a positive structural training aid for athletes which aids the athlete in learning the correct arm position while running.
SUMMARY OF THE INVENTION In order to overcome the above stated problems and limitations, an arm brace is provided to maintain a runner's arm in a predetermined fixed orientation. The arm brace includes section which releasably engage the upper and lower arm members, and a connecting portion that maintains the elbow at a fixed angle.
The sections are preferably molded from plastic, and comprise mating concave halves such that when the members are connected, they surround and enclose the arm. Preferably, the mating sections or members are hingedly connected along one edge, so that the sections may be opened and closed in clam-shell fashion for insertion and removal of the arm.
Means for connecting comprising straps are used to secure the members in a closed position about the arm. The straps preferably encircle the brace, and are locked into place using Velcro tabs.
Lastly, stop means are used to limit the angle of the arm of the wearer with the brace installed. In particular, as stated above, it is desirable to have the angle between the upper arm and forearm, as measured at the elbow, at an angle of less than about 105 degrees, in the range of 75-105 degrees, and more preferably about 90 degrees.
In the instant case, maintenance of the desired arm angle can be achieved in two manners. First, the first and second members are preferably molded such that the angle between the upper and forearm engaging sections thereof are at the desired angle. Alternatively, the brace includes upper and lower arm-encircling members which are connected by an angle-controlling stop or strut which prevents the user from being able to extend his arm beyond the desired position. As used herein, the "upper arm" means any portion of the arm between the elbow and the shoulder, and "lower arm" or "forearm" means any portion of the arm between the elbow and wrist.
DESCRIPTION OF THE DRAWINGS FIG. 1 is a perspective view of the brace of the present invention placed on the arm of a user; and
FIG. 2 is an exploded view of the brace of FIG. 1, illustrating hingedly connected first and second arm-engaging members and means for securing them in a closed position.
DETAILED DESCRIPTION OF THE PREFERRED EMBODIMENT FIGS. 1 and 2 illustrates a training brace 20 of the present invention. As illustrated, the brace 20 preferably comprises first and second arm engaging members 22, 24, means for securing the members 26, and most preferably further includes stop means 28 for limiting the angle of the arm of the user at the elbow. It is understood that the brace 20 described and illustrated is for the right arm of a user, and that a matching brace 20 mirroring the brace for the right arm can be, and preferably is, designed for placement on the left arm of the user, whereby both arms are appropriately positioned during training.
The first and second arm engaging members 22, 24 generally comprise concave members having a shape which matches the shape of an arm. In particular, the members 22,24 preferably both include an upper arm engaging section 30, and a lower arm engaging section 32. As illustrated, the engaging members 22, 24 both include an inner surface 43 for engaging the arm of the wearer, and an outer surface 45. The members 22, 24 also include a first inside edge 34, 36 and an outer edge 38, 40. Further, the brace 20 includes a first end 42 and a second end 46.
Each member 22, 24 is preferably concave, whereby the inner surface 43 of each of the members 22, 24 contacts and surrounds or cradles a portion of the arm of the wearer. In the preferred form, the interior shape of the members 22, 24 is chosen such that when the members 22, 24 are placed about an arm, they completely surround the arm of the wearer. Thus, in the preferred form, the opening at the first end 42 of the brace 20 when the members 22, 24 are connected is preferably about 3 to 8 inches, and most preferably about 5 inches in diameter. The opening which is created at the second end 46 of the brace 20 when the members 22, 24 are connected is preferably about 1.5 to 5 inches, and most preferably about 3.5 inches in diameter.
The upper arm engaging section 30 preferably extends upwardly a distance such that when worn by a user, the member 22, 24 contacts at least a portion of the upper arm above the elbow. In the preferred embodiment, the section 30 extends upwardly a sufficient distance to contact the upper arm of a user at least 3 to 9 inches above the elbow of the user, and most preferably about 8 inches as measured along the back of the arm, and 4 inches as measured along the front of the arm of the wearer.
The lower arm engaging section 32 preferably extends from its intersection with the upper arm engaging section 30 a sufficient distance to engage a portion of the forearm past the elbow. Preferably, the lower arm engaging section 32 extends at least 3 to 9 inches along the forearm of the user, and most preferably about 8 inches along the bottom of the forearm, and about 4 inches as measured along the top of the forearm.
The brace 20, and thus the members 22, 24, may be made of any number of materials, such as plastic, metal or even a semi-rigid fabric. Most preferably, the brace 20 is made of a fairly rigid plastic material to prevent the user from flexing the brace 20. Of course, when the brace 20 is made of plastic or metal or a similar rigid material, the brace may be quite uncomfortable to wear. It is possible for the brace 20 to be made of a somewhat flexible material such as cloth, especially when such has some structural rigidity.
As illustrated, the members 22, 24 preferably are molded to engage an arm when the forearm and upper arm thereof are at an angle α (as indicated in FIG. 1) of about 75-105 degrees, preferably less than 95 degrees, and most preferably about 90 degrees, as measured at the inside of the elbow. Of course, when the members 22, 24 are made of a somewhat flexible material, it is only important that the members 22, 24 be fashioned such that this arm position, along with the aid of stop means 28 described below, is achieved.
It is possible to render the brace 20 more comfortable when made of a fairly rigid material by inserting a thin padding material onto the inner surface 43 of each of the members 22, 24. This padding should not be of a thickness, however, so that the wearer of the brace 20 can move the arm out of the desired position through compression of the padding.
Further, to allow the brace 20 to "breathe" and allow air therethrough to prevent the arm from becoming hot, it is possible to place one or more through holes in the members 22, 24. In fact, it may be that these holes constitute a majority of the area of the brace 20, as surrounded by a thin webbing which comprises the members 22, 24.
While it is preferred that the first and second arm engaging members 22, 24 comprise mating halves which surround the arm of the user, it is possible for the engaging members to take on a variety of other arm engaging shapes. For example it is possible for the members 22, 24 to simply comprise bars or rods, or narrow flat plates, in for example, an "L" shape.
Further, it is possible to have only one member in such an instance, where the single member encompasses a significant portion of the arm, as where the member is fairly tubular but is flexible in the circumferential direction and includes a slit which allows the member to be opened and the arm placed therein. The member may also only contact a minor portion of the arm, but include straps or other means for securing it to the arm. In such instances, the means for connecting described below may be construed broadly to mean means for connecting the brace to the arm.
As illustrated in the preferred embodiment, in order to facilitate the easy location of the brace 20 on the arm of a user, the first and second arm engaging members 22, 24 are preferably concave. Further, the members 22, 24 are hingedly connected to each other along their entire length. In particular, at least one hinge 48 is preferably located between the inside edges 34, 36 of the first and second arm engaging members 22, 24, preferably at the upper arm engaging section 30 thereof. Of course, it is possible to hingedly connect the device along any other mating portions of the members 22, 24.
The hinge 48 may comprise a metal or plastic member which is attached to each member 22, 24. Most preferably, the hinge 48 comprises a flexible piece of plastic which is molded as part of, and between, each of the members 22, 24, when the members 22 are made of plastic and molded as well.
It should be understood that it is not necessary, but only preferred, to have a hinged connection between the members. This connection simply aids the wearer in installing the brace, as no difficulty arises in aligning the two members. Further, when so connected the members cannot be separated and lost or mixed with other members which might not be of the same size.
In the preferred embodiment, means for connecting 26 the free edges of each of the first and second arm engaging members 22, 24 and closing them about the arm are provided. In general the securing means 26 are used to connect the brace 20 to the arm. In the preferred embodiment where the brace 20 comprises members 22, 24 which surround the arm, the means 26 connect the brace 20 to the arm by locking or connecting the members 22, 24 together. The means 26 are preferably used to hold the members 22, 24 secure in mating fashion against one another when the brace 20 is worn by a user. The means 26 preferably comprises a strap 50 having means 52. The strap 50 is designed to encompass the brace 20 when worn, and thus has a length greater than the diameter of the brace 20 at the particular position where used. For example, the strap 50 need only be 3 to 4 inches in diameter if placed near the second end 46 of the brace 20, and may need to be 6" or more if used near the first end 42 of the brace 20.
The straps 50 are preferably fairly narrow, and may be made of any type of material. For example, the straps 50 may be made of leather or cloth. Most importantly, the material the strap 50 is made of should be wear resistant, lightweight, and strong.
As illustrated, when the connecting means 26 comprises straps 50, it is preferred that at least 4 straps 50 be used to secure the members 22, 24. Of course, any number of such straps 50, from 1 or 2 to as many as 6 or 7, may be used, depending on the size of the brace 20 and the fastening force required.
As noted, the straps 50 preferably include fastening means 52. In the preferred form, these means 52 comprise corresponding hook and loop fasteners, such as the type available under the name Velcro� pieces located on each end of the straps 50, such that the ends of the straps 50 may be connected to one another. Of course, the exact size of the Velcro� means 52 can vary depending on the length of the strap 50 and desired overlap.
It is understood that one skilled in the art could replace the hook and loop fastening means 52 with any number of fastening means known, such as snaps, hooks, or the like. Further, it is possible for the means for connecting 26 to comprise something other than connecting straps 50. For example, hooks or engaging locking means may be connected directly to each member 22, 24 for interconnection of the members 22, 24, or even a cord may be wrapped around the members 22, 24 to hold them together.
Most importantly, stop means 38 are preferably provided for limiting the angle between the forearm and upper arm of the wearer at the elbow. In the case of a brace 20 in which the members 22, 24 are made of a rigid material such as metal or rigid plastic, the members 22, 24 may simply be molded or manufactured such that the upper and lower arm engaging sections 30, 32 maintain the desired angle, as described above. In the preferred embodiment, however, additional stop means 38 are included.
As stated above, it is desirous for an athletes forearm to maintain an angle of approximately 75 to 105 degrees, and most preferably about 90 degrees, with respect to the upper arm, as measured at the interior of the elbow. In the preferred form, stop means 28 comprising a rigid connector 54 are used to join the upper and lower arm engaging sections 30, 32 of one of the members 22, 24. Most preferably, the connector 54 is a triangular in shape, and formed of plastic along with the second arm engaging member 24 during molding. This connector 54, when the members 22, 24 are molded such that the upper and lower arm engaging sections 30, 32 are at an angle of about 90 degrees with respect to one another, takes on the form of a right triangle. It is, of course, possible to shape the stop means 28 in any of a variety of forms. Further, the stop means 28 need not be placed on the second arm engaging member 24, but may be on the first 22, or even both.
The stop means 28 can also comprise any of a number of other members. For example, if the brace 20 were made of a semi-rigid fabric material, it is possible for the stop means 28 to comprise a cord, interlocking hook, chain, or any of an infinite variety of members which connect the upper and lower arm engaging sections 30, 32 of one or both of the arm engaging members 22, 24, and prevent the angle between the forearm and upper arm from exceeding the desired angle at the elbow. When the members 22, 24 are mating halves which are made of plastic and interconnected with connecting means 26, positioning the stop means 28 on the second arm engaging member 24 (or the member closest to the body) prevents the other member 22 from being moved from the desired angle as well, as the members 22, 24 are connected. Most simply, the stop means 28 can comprise any member which aids in preventing the brace 20, and thus arm the brace 20 is used with, from being bent or manipulated such that the arm of the user is not within the desired position range.
Patent CitationsCited PatentFiling datePublication dateApplicantTitleUS1431915 *Feb 16, 1920Oct 10, 1922De Barr RexThumb-sucking preventerUS1772601 *Jan 5, 1929Aug 12, 1930Dunham Berman SThumb-sucking preventerUS2704069 *Jul 21, 1953Mar 15, 1955Donelan James CArm restraining deviceUS3028858 *May 31, 1956Apr 10, 1962Myrtle MccoolStretcher braceUS3698389 *May 21, 1971Oct 17, 1972Guedel Co IncElbow locking deviceUS4254953 *Apr 26, 1979Mar 10, 1981Marchetti Ralph DElbow movement restricterUS4285337 *Aug 2, 1979Aug 25, 1981Salvatore CosentinoSurgical arm-sling with improved strap adjustmentUS4523586 *Dec 12, 1983Jun 18, 1985Sundstrand CorporationProtective cover for a limb or a castUS4530351 *Apr 30, 1984Jul 23, 1985Eliot GordonDevice for protecting the web of a hand in a medical castUS4705271 *Dec 21, 1984Nov 10, 1987Applied Power Inc.Exercise apparatusUS4736312 *Dec 23, 1985Apr 5, 1988Puma Ag Rudolf Dassler SportArrangement for the determination of movement sequences in running disciplinesUS4765320 *May 11, 1987Aug 23, 1988Smith & Nephew Rolyan, Inc.Dynamic low profile splintUS4766890 *Jan 6, 1987Aug 30, 1988Scott HollrahCast with spaced-apart ribsUS4842274 *Jan 19, 1988Jun 27, 1989Oosthuizen Albertus DExercise apparatusUS4884561 *Jun 1, 1987Dec 5, 1989Letson Sr Billy RArticulated brace for protection of the joint of a wearer's limbsUS4900013 *Jan 27, 1988Feb 13, 1990Rodgers Jr Robert EExercise apparatusUS4941479 *Sep 5, 1989Jul 17, 1990Infection Control Products, Inc.Surgical wrap with arm splintUS4977890 *Nov 17, 1989Dec 18, 1990Interstate Medical Marketing, Inc.Hand splintUS5027794 *Feb 20, 1990Jul 2, 1991Pdlx CompanyExercise deviceUS5058576 *Jul 12, 1988Oct 22, 1991Royce Medical CompanyAdjustable wrist and hand splintUS5121743 *Dec 6, 1990Jun 16, 1992Chester IngierHand restraining deviceUS5170777 *Dec 28, 1990Dec 15, 1992The University Of AkronArm rehabilitation and testing deviceUS5179939 *Jul 31, 1991Jan 19, 1993Sutter CorporationPassive anatomic shoulder exerciser* Cited by examinerReferenced byCiting PatentFiling datePublication dateApplicantTitleUS5725489 *Oct 11, 1995Mar 10, 1998N.E.S.S. Neuromuscular Electrical Stimulation Systems Ltd.Splint structureUS6126626 *Feb 9, 1999Oct 3, 2000Parker Medical Associates Limited PartnershipCustom-fitted athletic ankle braceUS7476102 *Jun 9, 2006Jan 13, 2009Maples Paul DContamination avoiding deviceUS8109273Mar 14, 2011Feb 7, 2012Cradle Medical, Inc.Shoulder immobilizer and fracture stabilization deviceUS8201364Mar 2, 2010Jun 19, 2012Cedo TomasRigid component system* Cited by examinerClassifications U.S. Classification128/878, 602/12International ClassificationA61F5/01, A63B69/00, A61F5/058Cooperative ClassificationA61F5/05858, A63B69/0059, A61F5/013, A63B69/0028European ClassificationA61F5/058H4, A61F5/01D7, A63B69/00N4BLegal EventsDateCodeEventDescriptionJul 4, 2000FPExpired due to failure to pay maintenance feeEffective date: 20000423Apr 23, 2000LAPSLapse for failure to pay maintenance feesNov 16, 1999REMIMaintenance fee reminder mailedRotateOriginal ImageGoogle Home - Sitemap - USPTO Bulk Downloads - Privacy Policy - Terms of Service - About Google Patents - Send FeedbackData provided by IFI CLAIMS Patent Services©2012 Google

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5430.9 (R) Performance Management System
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1. DEPARTMENT OF DEFENSE OFFICE OF DEPENDENTS SCHOOLS 2461 EISENHOWER AVENUE ALEXANDRIA, VIRGINIA 22331-1100 DEPARTMENT OF DEFENSE Dependents SCHOOLS REGULATION SYSTEM TRANSMITTAL SUBJECT: DS Regulation 5430.9 - Change 1 INSTRUCTIONS FOR RECIPIENTS The following pen-and-ink change to DS Regulation 5430.9, “Department of Defense Dependents Schools Performance Management System,” December 5, 1988, has been authorized: After the second sentence in Appendix I, Section I.G., insert: This report shall also include statistics on the number of assigned ratings by longevity at current location. This information shall be broken down as follows: Continuous Years at Current School or Office 1-5 6-10 11-15 15+ P.L. Employees (supervisory) # of Exceptional Commendable Fully Successful Minimally Successful Unacceptable P.L. Employees (non-supervisory) # of Exceptional Commendable Fully Successful Minimally Successful Unacceptable G.S. 1-6 # of Exceptional Commendable Fully Successful Minimally Successful Unacceptable G.S. 7-12 # of Exceptional Commendable Fully Successful Minimally Successful . Unacceptable John L.Stremple Director DISTRIBUTION: X
2. DEPARTMENT OF DEFENSE OFFICE OF DEPENDENTS SCHOOLS 2461 EISENHOWER AVENUE ALEXANDRIA, VIRGINIA 22331-1100 PERSONNEL DS REGULATION 5430.9 DEPARTMENT OF DEFENSE DEPENDENTS SCHOOLS PERFORMANCE MANAGEMENT SYSTEM References: (a) part 430, Title 5, Code of Federal Regulations (b) Chapter 43, Title 5, United States Code (c) DS Regulation 5771.2, Employee Grievance Procedure, March 17, 1977 A. PURPOSE This regulation prescribes the plan and procedures governing performance evaluation and rating of Department of Defense Dependents Schools (DoDDS) employees, as required by Chapter 43, Title 5, United States Code, and has been approved by the Office of Personnel Management. B. APPLICABILITY This regulation is applicable to all DoDDS employees, except supervisors and management officials in grades GS 13, 14, and 15 covered by the DoDDS Performance Management and Recognition System; temporary employees in positions for which employment is not reasonably expected to exceed 120 days in a consecutive 12-month period; employees paid in accordance with local national prevailing wage rates for the overseas area in which employed; employees in the Senior Executive Service, and; employees of the Office of Dependents Schools (ODS). c. CANCELLATION DS Regulation 5430.9, DoDDS Performance Management System, June 20, 1988, is hereby superseded. D. EFFECTIVE DATE AND IMPLEMENTATION This regulation is effective 60 days after date of publication. It may not be amended or changed without prior written approval of the Director, DoDDS . Two copies of any implementing instructions shall be forwarded to the Director, DoDDS, for approval prior to publication. John L. Stremple Director APPENDIX DISTRIBUTION: X
3. DSR 5430.9 APPENDIX I DEPARTMENT OF DEFENSE DEPENDENTS SCHOOLS PERFORMANCE MANAGEMENT SYSTEM (PMS) PLAN TABLE OF CONTENTS I. General Information . . . . . . . q 2 q q.q.q.q.qqqq..qqqqq .qqO.. A. Authorities B. Statement of Purpose c. Responsibilities D. Definitions E, Training F. Records of Employee Performance G. Program Evaluation H. Relationship of Performance Appraisal and Other Actions II. Performance Appraisal . . . . . . . .0 . . . . . q . . . . . q . . . q .0... q q 7 A. Performance Appraisal System Requirements B. Appraisal of Performance c. Ratings III. Performance Awards Plan for GS and Prevailing Rate Employees . . . . . . . . . . . . . . . .* . . . . . . . . . . . . . . . . . . . . 12 q q q q q A. Authority and Coverage B. Policy c. Funding and Payment (Reserved) IV. Superior Accomplishment Awards . . . . . . . . . . . . . . . . . . . . ..12 A. Eligibility B. Description c. Program Effectiveness D. Recommendation and Approval E. Credit for Promotion F. Approval Levels V. Within-grade Increases . . . . . ..0 . . . . . . . . . . . . ... . 13 A. Coverage B. Earning Within-grade Increases c. Notice of Determination D. Requests for Reconsideration E. Continuing Evaluation VI. Quality Step Increases . . . . . . . . . .. . . . . . . . . . . 15 A. Eligibility B. Authority to Grant co Rating Requirement D. Restriction E. Information 1
4. I. GENERAL INFORMATION. I A. AUTHORITIES This document implements and supplements the provisions of the following laws and regulations: 1. Performance Appraisal: 5 USC, chapter 43, and 5 CFR, Part 430 2. Performance Awards: 5 USC, chapter 45, and 5 CFR, Part 430, subpart E 3. Within-grade Increases: 5 USC 5335 and 5304, and 5 CFR, Part 531, subpart D 4. Quality Step Increases: 5 USC 5336 and 5 CFR, Part 531, subpart E 5. Reduction in Force: 5 USC 3502 and 5 CFR 351.504 6. Records of Employee Performance: 5 USC 552a, and 5 CFR 293.404 and 293.405 7. Agency Superior Accomplishment Award: 5 USC Chapter 45 and 5 CFR 451, subpart A. B. STATEMENT OF PURPOSE Performance appraisal and the resulting ratings are integral parts of the DoDDS personnel management program. The performance appraisal process shall be used for improving performance to more efficiently accomplish the mission of DoDDS. The performance appraisal results shall be used to strengthen supervisor-employee relationships, improve individual performance by keeping employees aware of their supervisor’s judgments on their work performance, recognize and reward those whose performance so warrants, and to help in the decision-making process for remedial or developmental training, reassignment, promotions, reduction-in-grade actions, retraining, and removing employees. c. RESPONSIBILITIES 1. The regional directors are responsible for: a. Ensuring that employees under their jurisdiction are informed of the provisions of this regulation. b. Providing training to administrators and principals on appropriate use of the appraisal system. c. Providing guidance to the principals in the establishment of performance standards and critical elements. I 2
5. d. Ensuring that principals execute performance appraisal responsibilities required by this regulation. 2. The principals and other immediate supervisors are responsible for: a. Establishing, through discussion with employees, performance standards, identifying critical and non-critical elements, and providing each employee with a written copy of the performance standards and critical and non-critical job elements at the beginning of the rating period. b. Evaluating employee performance and revising performance standards through discussion with the affected employee as necessary during the rating period. c. Rating employees through the application of the appraisal system once each year. d. Ensuring that each employee is advised, through discussion and writing, of the assigned rating. 3. Employees are responsible for: 1. Cooperating with their supervisor in the development of job elements and performance standards. 2. Proposing to supervisors the need for revising performance standards as conditions change during the rating period. 3. Participating in the discussion and documentation required during the rating period. D. DEFINITIONS Consistent with the regulatory definitions found in 5 CFR, Parts 430, 531, and 451: “Acceptable level of competence” means fully successful performance by an employee of the duties and responsibilities of his or her assigned position which warrants advancement of the employee’s rate of basic pay to the next higher step of the GS grade of his or her position, subject to the requirements of 5 CFR, §531.404. “Appraisal” means the act or process of reviewing and evaluating the performance of an employee against the described performance standard(s). “Appraisal period” means the period of time during which an employee’s performance will be reviewed. "Appraisal system” means a performance appraisal system that provides for identification of critical and noncritical elements, establishment of performance standards, communication of elements and standards to employees, establishment of methods and procedures to appraise performance against established standards, and appropriate use of appraisal information in making personnel decisions. 3
6. “Contribution” (used in connection with Superior Accomplishment Awards) means an accomplishment achieved through an individual or group effort in the form of a suggestion, an invention, or a special act or service, in the public interest connected with or related to official employment, which contributes to the efficiency, economy, or other improvement of Government operations, or achieves a significant reduction in paperwork. “Critical element” means a component of a position consisting of one or more duties and responsibilities which contributes toward accomplishing organizational-goals and objectives and which is of such importance that unacceptable performance on the element would result in unacceptable performance in the position. “Intangible benefits” means benefits to the Government which cannot be measured in terms of dollar savings. “Non-critical element” means a component of a position which does not meet the definition of a critical element, but is of sufficient importance to warrant written appraisal. “Non-monetary award” means a medal, certificate, plaque, citation, badge, or other similar item that carries an honorary connotation. “Performance" means the accomplishment of assigned work as specified in the critical and non-critical elements of the position. “Performance appraisal”: (See “Appraisal”. ) ‘Performance appraisal system”: (See “Appraisal system”. ) “performance award” means a cash payment to an employee based on the employee’s rating of record. “Performance award budget” means the amount of money allocated for distribution as performance awards. “Performance management plans” means the description of the agency’s methods which integrate performance, pay, and awards systems with its basic management functions for the purpose of improving individual and organizational effectiveness in the accomplishment of agency mission and goals. “Performance plan” means the aggregation of all of an employee’s written critical and non-critical elements and performance standard(s). “Performance standard” means a statement of the expectations or requirements - established by management for a critical or non-critical element at a particular rating level. A performance standard may include, but is not limited to, factors such as quality, quantity, timeliness, “and manner of performance. “Progress review” means a review of progress toward achieving the performance standards and is not in itself a rating. 4
7. “Rating” (See “Summary rating”). “Rating of record” means the summary rating required at the time specified in the performance Management Plan or at such other times as the plan specifies for special circumstances. “Special act or service” means a contribution or accomplishment in the public interest which is a non-recurring contribution either within or outside of job responsibilities, a scientific achievement, or an act of heroism. “Summary rating” means the written record of the appraisal of each, critical and non-critical element and the assignment of a summary rating level. “Superior accomplishment award” means a monetary or non-monetary award for a contribution resulting in tangible benefits or savings and/or intangible benefits to the Government. “Tangible benefits” means benefits or savings to the Government that can be measured in dollar terms. E. TRAINING All individuals who are subject to the Performance Management System (PMS) will receive training and information about the relevant parts of it, to assure their effective implementation, This training and information will include an information packet describing the PMS system components; training ‘information to follow up on that initial information; and periodic reminders to keep the program effective and motivating. F. RECORDS OF EMPLOYEE PERFORMANCE In accordance with 5 CFR 293.404 and 293.405, ratings of record and performance plans covering the most recent 3 years will be retained in the employee’s Official Personnel Folder (OPF). Justifications and documentation of awards, including performance awards must be retained in the Employee Personnel Folder for up to 3 years. If an employee moves to another Federal agency or another organization serviced by a different personnel office at any time during the appraisal period, the performance ratings of record three years old or less will be transferred, along with the performance plan on which the most recent rating was based as required in 5 CFR 293.405(a). All performance appraisal documents will be available for review upon request of the employee concerned. G. PROGRAM EVALUATION Program evaluation will be conducted by the Office of Dependents Schools, Personnel Division, annually to determine the fairness, objectivity, and effectiveness of the appraisal system. An annual regional report will be developed by each region to include statistics of appeals filed, grievances filed, number of each rating given, number of awards given, etc. This 5
8. evaluation data will be used to refine, alter, or improve the system as recommended and found necessary. H. RELATIONSHIP OF PERFORMANCE APPRAISAL AND OTHER ACTIONS It is DoDDS policy to use information derived from the performance appraisal evaluation process as a basis for effecting a number of personnel decisions which impact on important program areas. These programs are discussed below. 1. Reassignment. Reassignments may serve one of two functions - remedial or developmental. In cases where performance appraisal identifies. performance deficiencies, temporary or permanent reassignments may provide the employee with an opportunity to correct the noted deficiency, or they may simply provide a better match of position requirements and employee capabilities. Where performance appraisal results reveal interests in areas perhaps not fully utilized or developed in present position, reassignment may provide a significant opportunity for employee development and growth in areas beneficial to both DoDDS and the employee. 2. Employee Development (Training). Considerations in this area closely follow those described above for reassignments. Performance appraisal results may reveal deficiencies in knowledge, skills, or abilities which can be remedied by specific training. Conversely, generally good performance may indicate areas of employee capability and interest which can be further developed by, for example, long-term training, specific graduate-level courses, seminars, etc. 3. Remedial Action. Performance below standard on one critical element may be the basis for reduction-in-grade or removal of an employee. Such actions cannot take place, however, until after an employee has had an opportunity to demonstrate acceptable performance. When performance deficiencies are noted during the rating period, counseling must be initiated. Counseling should be used to inform the employee of performance deficiencies and to develop a course of action that will enable the employee to improve performance deficiencies prior to the end of the rating period. 4. Reduction-in-Force (RIF). Employees will be granted additional service credit for performance for RIF purposes based on the mathematical average (rounded in the case of a fraction to the next whole number) of the employees’ last three annual performance ratings of record. This credit shall be computed as follows: employees who receive an overall rating of exceptional, commendable, fully successful, minimally successful, and unacceptable shall receive length-of-service credit of 20, 16, 12, 0, and O years, respectively. For example, if an employee’s last 3 ratings of record were 2 commendable and 1 fully successful, he would receive 15 additional years of service [(16 + 16 + 12) divided by 3]. Service credit for employees who do not have three actual annual performance ratings of record during the 3-year period prior to-the date of issuance of specific RIF notices shall be determined in accordance with applicable law and regulation. 5. Merit Promotion. Under CSRA provisions and OPM implementing regulations, performance appraisal results shall be used in merit promotion actions only to the extent that job elements of the positions involved are similar. This 6
9. consideration would also apply to cases of selection for reassignment, training, etc. 6. Awards and Recognition. The results of performance appraisals will be used to identify employees who covered by this regulation should be considered for job-related awards. While the formal appraisal provides the opportunity to review and assess how actual performance compares with standards set for the job, supervisors may recognize employees through awards at other times. If the supervisor determines that recognition is merited, the recommendation should be submitted as soon as possible so that the award will be timely in accordance with policy outlined in the Federal Personnel Manual. II. PERFORMANCE APPRAISAL A. PERFORMANCE APPRAISAL SYSTEM REQUIREMENTS 1. Each individual performance plan should include three to five critical elements. 2. The processes used in the development of performance standards, the critical and non-critical job elements, and the procedures to be followed in the evaluation of performance must consider the provisions of any applicable negotiated agreement. 3* Employees are encouraged to participate in establishing their performance plan. This participation may include discussing and developing the performance plan with the supervisor, providing the supervisor with a draft plan, or commenting on a draft plan developed by the supervisor. Regardless of the nature of employee participation or consultation, final authority for establishing performance plans rests with the supervising officials. 4. Performance plans are to be provided to employees in writing at the beginning of the appraisal period (normally within 30 calendar days). For those employees hired on a school-year basis, the performance plans normally will be provided to the employees in writing at the beginning of the appraisal period, but not later than 30 calendar days from the beginning of the school year. To facilitate equitable treatment of employees, job performance elements and performance standards should be similar where practical and where both of the following factors exist for a particular category of positions: a. The work performed is substantially similar in duties, responsibilities, and skills required. b. There are no substantial variations in the working environment which would lead to differences in performance expectations. 5. Accomplishment of organizational objectives, will to the extent appropriate, be included in performance plans by incorporating objectives, goals, program plans, and work plans, or by similar measures related to program results. 7
10. 6. A three-level system shall be used to rate individuals on critical and, as appropriate, non-critical elements. The three levels are exceeds, satisfies, and does not satisfy. performance standards must be written at the “satisfies” level for all critical and non-critical elements. 7. A five-level system shall be used in determining the individual summary rating. The five levels are exceptional, commendable, fully successful, minimally acceptable, and unacceptable. More weight must be given to critical elements than to non-critical elements. The table below describes the process to be used in determining the summary rating. Process for Determining Summary Ratings “ Summary Rating Ratings of Performance Elements Exceptional Performance exceeds the standard for all critical and non-critical job elements. Commendable Performance exceeds the standard for more than half of the critical and non-critical job elements and satisfies the standard for any remaining elements. Fully Successful Performance satisfies the standard in all elements. Minimally Successful Performance satisfies the standard for all critical elements, but fails to satisfy the standard f-or one or more non-critical elements. Unacceptable Performance fails to satisfy the standard for one or more critical elements. 8. Performance standards are to be based on the requirements of the position. All employee performance plans shall be in writing and shall be reviewed and approved at the beginning of the appraisal period by a person at a higher level in the organization than that of the appraising official. Performance plans may be amended by the supervisor during the rating period provided the employee is made aware of any changes and the provisions of any applicable negotiated agreement are followed in making such a change. If. substantive changes are made to elements or standards, the changes must be in effect for 120 days before the employee is rated on the new element or standard. Ratings will be based on a comparison of performance with the standards established for the appraisal period. 9. Performance appraisals provide management with information about employees’ past performance to be used to make personnel decisions based on performance, provide employees with feedback on their strengths and weaknesses in performing their jobs, to indicate how-they can improve their performance, and what they can do to enhance their careers. It is extremely important that any deficiencies, along with efforts to help the employee 8
11. improve, be documented as early as possible. Assistance shall be provided to employees to attempt to improve performance rated below the Fully Successful level. Such assistance may include but is not limited to formal training, on-the-job training, counseling, and closer supervision. 10. The following provisions apply for employees not serving in a probationary or trial period: a. At the time that unacceptable performance on a critical element is identified, the employee must be informed in writing of the performance standards that must be reached in order for the employee to be retained in that position. b. The employee must receive a reasonable opportunity to demonstrate acceptable performance, as required by 5 USC 4302(b)(6). c. If, at the conclusion of this opportunity period, the employee's performance continues to be unacceptable, the employee must be reassigned, reduced in grade, or removed. B. APPRAISAL OF PERFORMANCE 1. Appraisal Period a. Each employee will be given a rating of record annually. The rating period will be from May 1 to April 30. b. A summary rating must be prepared when an individual changes from a position that he or she held for 120 days or more during the rating period. That summary rating and any other summary ratings issued during the performance year must be considered in deriving the employee’s rating of record. c. The regular appraisal period is 1 year, the minimum appraisal period is 120 days. 2. Appraisal of each element An individual must be appraised on each critical and non-critical element in his or her performance plan, unless there has been insufficient opportunity to demonstrate performance on the element. 3. Appraisal of performance on details a. When an individual is detailed or temporarily promoted within DoDDS, and the detail or temporary promotion is expected to last 120 days or longer, the new supervisor shall provide written critical elements and performance standards to the individual as soon as possible, but no later than 30 calendar days after the beginning of the job change. Ratings on critical elements must be prepared for these details and temporary promotions and must be considered in deriving an individual's next rating of record.- The rating of record should be prepared by the employee’s permanent supervisor.
12. b. When individuals are detailed outside of DoDDS, management must make a reasonable effort to obtain appraisal information from the outside organization, which shall be considered in deriving the individual’s next rating of record. (1) If an individual has served in DoDDS for 120 days during the appraisal period, he or she must be rated at the end of the appraisal period. The rating shall take into consideration appraisal information obtained from the borrowing organization. (2) If an individual-has not served in DoDDS for 120 days, but has served for 120 days in the agency to which detailed, management must make a reasonable effort to prepare a rating based on a performance plan-obtained from the other agency. 4. Progress review A progress review shall be held for each individual at least once during the appraisal period. This review will consist of a comparison between the individual’s current level of performance and the performance elements and standards established for his or her position. Formal ratings (element and/or summary) will not be given as a result of the review. 5. Appraising disabled veterans As provided in Executive Order 5396, the performance appraisal and resulting rating of a disabled veteran may not be lowered because the veteran has been-absent-from work to seek medical-treatment. c. RATINGS 1. A written rating of record must be given to each employee as soon as practicable after the end of the appraisal period. 2. Ratings of record and performance-based personnel actions shall be reviewed and approved by a person at a higher level in the organization than that of the appraising official. Ratings of record may not be communicated to employees prior to approval by the final reviewer. This does not preclude communication about appraisal of performance between a supervisor and an employee prior to the determination of the rating of record. Ratings of record must be approved by the official with the responsibility for managing the performance awards budget. 3. Bargaining unit employees who are dissatisfied with their performance ratings may seek resolution under negotiated agreements. Non-bargaining” unit employees may present dissatisfaction with ratings through the-agency grievance system described in reference (c). 4. No one may prescribe a distribution of levels of ratings for employees covered by this plan. However, approving officials must review standards and ratings for difficulty and strictness of application to ensure that only those employees whose performance exceeds normal expectations are rated at levels above “Fully Successful”. 10
13. 5. When a rating of record cannot be prepared for a covered employee at the end of the rating period, the appraisal period shall be extended for the amount of time necessary to meet the minimum appraisal period, at which time a rating of record shall be prepared. A rating based on performance must be postponed until an employee who was oppointed, reassigned, promoted, or demoted has been on duty in the position for at least 120 consecutive days. A rating may also be postponed when: a. The supervisor has been on duty for less than 120 consecutive days; b. A warning of minimally acceptable or unacceptable performance has been issued; c. An adverse action is pending; d. The employee’s performance is temporarily minimally acceptable or unacceptable because of illness; or” e. When the performance is expected to become fully successful in the near future because the employee is expected to recover or has entered a rehabilitation program. - A rating should not, however, be postpned for more than 120 days unless special circumstances exist. 6. If an employee moves to another Federal agency or another organization serviced by a different personnel office at any time during the appraisal period, the performance ratings of record three years old or less will be transferred, along with the performance plan on which the most recent rating was based as required in 5 CFR 293.405(a). A summary rating must be prepared at the time of transfer. When an organization gains a new member, the transferred summary rating must be taken into consideration when deriving the next rating of record. 7. Performance appraisal “advisory committees (reserved) 8. Reduction-in-Force (RIF) qFor RIF purposes, ratings considered to be ratings of record are (1) the rating given at the end of the appraisal cycle (normally on an annual basis) and (2) the improved rating following an opportunity to demonstrate acceptable performance as provided in 5 USC 4302 (b)(6). b. An employee will not be assigned a new rating of record for the sole purpose of affecting his or her retention standing. c. To provide adequate time to properly determine employee retention standing immediately prior to a RIF, a general RIF notice will specify the date after which no new ratings of record will be given that could be used to determine retention standing. 11
14. III. PERFORMANCE AWARDS PLAN FOR GS AND PREVAILING RATE EMPLOYEES A. AUTHORITY AND COVERAGE This plan applies to employees as defined under 5 USC 2105, but does not include employees under the performance Management and Recognition System, nor employees in the Senior Executive Service, both of whom are eligible for performance awards under other plans. B. POLICY 1. A performance award shall be based on the employee’s rating of record for the current appraisal period for which performance awards are being paid. 2. Each decision to grant a performance award must be approved by a higher level supervisor, except in cases where the employee reports directly to the Director, DoDDS, and also by the performance awards budget manager. These reviewing officials should be the same ones as those responsible for making the performance appraisal decisions. A record of the award shall be filed in the employee’s OPF. 3. A performance award shall be given due weight when rating and ranking an employee for a promotion. c. FUNDING AND PAYMENT (Reserved) IV. SUPERIOR ACCOMPLISHMENT AWARDS A. ELIGIBILITY All employees covered by this plan are eligible for superior accomplishment awards. B. DESCRIPTION 1. Superior accomplishment awards mean awards, other than performance awards, for contributions resulting in tangible benefits or savings and/or intangible benefits to the overnment. 2. Superior accomplishment awards may be monetary or non-monetary. 3. The value of superior accomplishment awards should be commensurate with that of the contribution to the government. 4. Superior accomplishment awards shall not be used as a substitute for other personnel actions or as a substitute for pay. 12
15. c. PROGRAM EFFECTIVENESS Active and positive administration of this awards program is necessary if its benefits to the Government, DoDDS, and to employees are to be maximized. To that end: 1. All persons with supervisory responsibility will be encouraged to identify employee contributions and recommend awards for them; and 2. Adequate funds will be made available to grant -appropriate awards and - to provide staffing and support services. “ ‘ D. RECOMMENDATION AND APPROVAL 10 Awards must be justified in writing. 2. All awards must be approved at a management level higher than that of the individual recommending it. a. Regional directors may approve cash awards in amounts up to $2,500. b. Cash awards in excess of $2,500, but not more than $10,000 must he approved by the Director, DoDDS. c. Awards will rarely exceed $10,000, but when a contribution has been highly exceptional and unusually outstanding, an award in excess of $10,000 Up to $25,000, must be submitted through the Director, DoDDS to the Assistant Secretary of Defense (Force Management and Personnel) for processing and submission to the U.S. Office of Personnel Management for approval. A presidential monetary award in excess of $25,000 may be requested through the same channels. E. CREDIT FOR PROMOTION Due weight shall be given to superior accomplishment awards when considering an employee for promotion. A record of the award shall be filed in an employee’s OPF. v. WITHIN-GRADE INCREASES A. COVERAGE All GS employees covered by this plan are covered by this section. B. EARNING WITHIN-GRADE INCREASES 1. In order to earn a within-grade increase, an employee’s performance must be at an acceptable level of competence, i.e., the employee’s most recent rating of record must be at level 3 (“Fully Successful”) or higher. 13
16. Also, the employee must have completed the required waiting period for advancement to the next higher step of the grade of his or-her position, and not have received an equivalent increase during the waiting period. 2. An acceptable level of competence determination shall be based on a current rating of record. When a within-grade increase decision is not consistent with the employee’s most recent rating of record, a more current rating or record must be prepared. 3. If an employee has been reduced in grade because of “Unacceptable” performance and has served in one position at the lower-grade for at least the minimum appraisal period established by this plan, a rating of record at “ the lower grade shall be used as the basis for an acceptable level of competence determination. 4. An acceptable level of competence determination must be delayed when either of the following applies: a. An employee was not informed of the specific requirements for performance at an acceptable level of competence at least 120 days before the end of the waiting period, nor given a performance rating in any position within 90 days before the end of that period, b. An employee is reduced in grade because of unacceptable performance to a position in which he or she is eligible for a within-grade increase or will become eligible within 120 days. 5. When an acceptable level of competence determination has been delayed under these circumstances: a. The employee shall be informed that his or her determination is postponed and that the rating period has been extended to a date 120 days after the employee was first told of the specific requirements for performance at an acceptable level of competence. b. An acceptable level of competence determination shall be made upon completion of the 120 day appraisal period based on the employee’s rating of record. c. If the employee’s performance is determined to be at an acceptable level of competence, the within-grade increase will be granted retroactively. 6. An acceptable level of competence determination shall be waived and a within-grade increase granted when an employee has not served in any position for the minimum appraisal period under an applicable agency performance - appraisal system during the final 52 calendar weeks of the waiting period for one or more of the following reasons: because of absences that are creditable service in the computation of a waiting period or periods under 5 CFR 531.406. b. because of paid leave. 14
17. , c. because the employee received service credit under the back pay provisions of 5 CFR, Part 550, Subpart H; d. because of details to another agency or employer for which no rating has been prepared. e. because of long-term training. 7. In such a situation, there shall be a presumption that the employee would have performed at an acceptable level of competence had the employee performed the duties of his or her position of record for the minimum appraisal period under the applicable agency performance appraisal system. c. NOTICE OF DETERMINATION 1. A level of competence determination shall be communicated to an employee in writing as soon as possible after completion of the waiting period or other period upon which it was based. 2. When it is determined that an employee’s performance is not at an acceptable level of competence, the negative determination shall be communicated to the employee in writing and shall: a. Set forth the reasons for any negative determination and the respects in which the employee must improve his of her performance in order to be granted a within-grade increase. b. Inform the employee of his or her right to request that the determination be reconsidered. D. REQUESTS FOR RECONSIDERATION When it has been determined that an employee is not performing at an acceptable level of competence, and is thus not awarded a within-grade increase, the employee will be afforded access to the procedures established under 5 USC 5335 (e) and 5 CFR 531.410 for reconsideration and appeal of a negative determination. E. CONTINUING EVALUATION When a within-grade increase has been withheld, management will make a new acceptable level of competence determination every 90 to 180 days until it has been found that the employee’s performance is at a level which deserves the pay increase. Information on delay and waiver of within-grade increases can be found at 5 CFR 531.409 (c) and (d). VI. QUALITY STEP INCREASES A. ELIGIBILITY. All GS employees are eligible for quality step increases (QSI's). 15
18. B. AUTHORITY TO GRANT. Normally, QSI’s will be initiated by the employee’s immediate supervisor. They must be approved by the same supervisory and budget officials who review and approve the employee’s performance rating. c. RATING REQUIREMENT. NO employee may be granted a quality-step increase unless his or her current rating of record is at level 5, “Exceptional”. D. RESTRICTION. A QSI may not be granted to an employee who has already received a QSI within the preceding 52 weeks. E. INFORMATION. Employees shall be informed on an annual basis of the number of quality step increases granted in DoDDS by grade level. 16
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Patent US8219821 - System and method for signature based data container recognition - Google PatentsSearch Images Maps Play YouTube News Gmail Drive More »Sign inPatentsA system and method for signature based data container recognition is provided. When a new data container, such as a lun, is created, a security appliance generates a signature of the data container, by, e.g., examining the contents of one or more data blocks of the data container. The generated signature...http://www.google.com/patents/US8219821?utm_source=gb-gplus-sharePatent US8219821 - System and method for signature based data container recognitionAdvanced Patent SearchPublication numberUS8219821 B2Publication typeGrantApplication numberUS 11/691,862Publication dateJul 10, 2012Filing dateMar 27, 2007Priority dateMar 27, 2007Fee statusPaidAlso published asEP2143032A1, EP2143032B1, US20080244270, WO2008118345A1Publication number11691862, 691862, US 8219821 B2, US 8219821B2, US-B2-8219821, US8219821 B2, US8219821B2InventorsOri Zimmels, Yuval FrandzelOriginal AssigneeNetapp, Inc.Export CitationBiBTeX, EndNote, RefManPatent Citations (87), Non-Patent Citations (40), Referenced by (3), Classifications (17), Legal Events (3) External Links: USPTO, USPTO Assignment, EspacenetSystem and method for signature based data container recognition
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Annual Review of Computing Science, 4(73-104), 1989.33Satyanarayanan, M., et al., Coda: A highly available file system for a distributed workstation environment Carnegie Mellon University, CMU-ITC.34Satyanarayanan, M., et al., Coda: A highly available file system for a distributed workstation environment. IEEE Transactions on Computers, 39(4):447-459, 1990.35Satyanarayanan, M., et al., The ITC Distributed File System: Principles and Design, In Proceedings of the 10th ACM Symposium on Operating Systems Principles, (19)5:56-67, Dec. 1985.36Satyanarayanan, M., Scalable, Secure, and Highly Available Distributed File Access, Computer May 1990: 9-21.37Seltzer, Margo I., et al., Journaling Versus Soft Updates: Asynchronous Meta-Data Protection in File Systems, Proceedings of 200 USENIX Annual Technical Conference, Jun. 18-23, 2000.38Sidebotham, Bob, Volumes: The Andrew File System Data Structuring Primitive, EEUG Conference Proceedings, Manchester, UK, Autumn 1986.39West, Michael, et al. The ITC Distributed File System: Prototype and Experience, Carnegie-Mellon University, Technical Report CMU-ITC-040, Mar. 1985, 17 pages.40Zayas, Edward R., AFS-3 Programmer's Reference: Architectural Overview, Transarc Corporation, Pittsburgh, PA, 1.0 edition 1991, 37 pages.Referenced byCiting PatentFiling datePublication dateApplicantTitleUS9177169 *Feb 11, 2013Nov 3, 2015Wwpass CorporationSecure digital storageUS20130212704 *Feb 11, 2013Aug 15, 2013Eugene ShablyginSecure digital storageUS20140156687 *May 31, 2011Jun 5, 2014Qiliang ChenIdentifying duplicate files* Cited by examinerClassifications U.S. Classification713/181, 717/169, 380/30, 380/278, 380/1, 713/176, 380/280, 713/189, 380/40, 380/28, 713/165, 717/170International ClassificationH04L1/00Cooperative ClassificationG06F21/78, G06F21/85European ClassificationG06F21/78, G06F21/85Legal EventsDateCodeEventDescriptionMar 27, 2007ASAssignmentOwner name: NETWORK APPLIANCE, INC, CALIFORNIAFree format text: ASSIGNMENT OF ASSIGNORS INTEREST;ASSIGNORS:ZIMMELS, ORI;FRANDZEL, YUVAL;REEL/FRAME:019071/0251Effective date: 20070326Jun 5, 2012ASAssignmentOwner name: NETAPP, INC., CALIFORNIAFree format text: CHANGE OF NAME;ASSIGNOR:NETWORK APPLIANCE, INC.;REEL/FRAME:028320/0723Effective date: 20080310Jan 11, 2016FPAYFee paymentYear of fee payment: 4RotateOriginal ImageGoogle Home - Sitemap - USPTO Bulk Downloads - Privacy Policy - Terms of Service - About Google Patents - Send FeedbackData provided by IFI CLAIMS Patent Services


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SAMPLE PLAY AUDIO SAMPLE http%3A%2F%2Fsamples.audible.com%2Frt%2Fradi%2F000059%2Frt_radi_000059_sample.mp3+flashcontent0PA5P6HVAR7HT0PDCNF20 A Woman's Face: Classic Movies on the Radio
3.70 (14 ratings) This radio dramatization of the classic movie, which originally starred Joan Crawford, Melvyn Douglas, and Conrad Veidt, aired on April 19, 1942.

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Western Digital 500GB My Passport Essential Portable External Hard Drive, Midnight Black - Walmart.com
WESTERN DIGITAL - IMSOURCING WD5000BPVT 500GB SATA 5.4K RPM 8M 3G 2.5IN
Capacity: 500GBPassword protectionUSB 2.0 interface
Western Digital Hard Drive, 500GB:Capacity: 500GBPassword protectionWD SmartWare softwareUSB 2.0 interfaceSmall, portable
PDF , 331K, 2 pages
PDF , 2.95MB, 75 pages
PDF , 335K, 4 pages
Q. Can this hard drive be used with a laptop or it's only for desktops?
Do I need to get additional software to use it?
by NeuroDoctor
A. These drives will work on any computer (laptop or desktop) that has a USB port. They also work fine through a USB hub if you wish to use more USB devices than you have available USB ports. (Always use a powered USB hub so as to put less strain on your computer's USB port/power supply.)
They include the software required to run them on a Windows computer, (driver, etc.), or can be run out of the box on a Mac using OS 10 or higher. (I recommend reformatting with Apple's Disc Utility for more efficient operation on a Mac.)
by dall89115a11/26/2010
A. Nothing extra is needed. You just plug it in and your computer will recognize it, laptop or desktop. Windows XP or later only, otherwise drivers will be needed.
by jerry55011/26/2010
A. it can be used on laptops. it does require certain programs, such as windows 7. westerndigital.com has all info on it. most new laptops should come with the software needed for this portable hard drive.
by icefreezer201111/26/2010
A. Hello, I have not used this exact model but have used a few external hard drives in my day. It plugs into your system ( laptop or desktop) using a usb cable normaly and can be used on any computer you have assuming you have usb 2.0 port. Hope this helps you. If you want more info on it write down the model and goto the western digital home page which should be able to answer any of your questions.
by EvilTC11/26/2010
A. This drive can be used with any USB-equipped Windows PC or Mac, laptop or desktop with no additional software. USB limits the speed to about 25 MB/sec so filling it up will take several hours. Good for backing up important files.
by StorageMojo11/26/2010
Q. Does this work with Vista and is it like a thumb drive?
Can you access individual files or does it only back up your entire computer and require a restore to access the info.
A. Yes. You can save and access individual files.
by AHappyOwner11/26/2010
A. it works just like a flash drive. you pick what you put on it and what you want to access
by anonymous552511/26/2010
A. it works just like a flash drive. you choose what to put on there and what to access
Q. Can you confirm if this will work with a MacBook Pro?
A. NO. This model is formatted for NTFS (PC), however Western Digital has a version (WDBAAB5000ACH) formatted specifically for Mac computers.
by AHappyOwner11/29/2010
A. Any of the portable USB hard drives will work with any Mac or PC that is USB capable.
They can be reformatted and partitioned if desired by the Mac Disk Utility application in your Utilities folder.
The only downside is that they can not be used as a start up/boot drive. That means they will work great as storage and work drives, (apps that don't require being installed on the System drive will work fine from this drive) but you can not install a System on them.
by dall89115a11/29/2010
Compute- app-11031939-5-52988039, DC- prod-dal4, ENV- prod-a, Ver- 42.0.2, SHA- 6ee27b30269611f934b2f55594805e878f364a27, Log- ef9141d6-3edf-155a4a9ddee000

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'Radical change' is needed to save Superdry, say analysts as fashion chain's shares fall 5.4% | Daily Mail Online
Thousands of small investors nursing big paper losses as Sirius Minerals shares crash: Cash crisis threatens future of ambitious £5bn Yorkshire fertiliser mine

value: This website is the website of the Daily Mail, a newspaper in the United Kingdom, and of its sister paper The Mail on Sunday. MailOnline is a division of dmg media, which is owned by Daily Mail and General Trust plc.