Non-academic, non-classified Professional Experts are notpart of classified service. Non-academic, non-classified short-termemployees are at-will employees and have no entitlement rights toany position in the District. Professional Expert employment shallnot result in the displacement of Classified personnel.* Retired CalPERS Annuitants: may not exceed 960 hours in afiscal year (July 1 through June 30)*REPRESENTATIVE DUTIES:Provides interpreter services. Interpreters facilitatecommunication between Deaf, Hard-of-Hearing, Deaf-Blind, andhearing consumers.Qualifications and Physical DemandsEducation and Experience:Level I – Entry level of a series. Beginning proficiency insign language (American Sign Language and/or Signed English). Ableto interpret non-complex, non-technical subject matterindependently on a limited basis as determined by the Director orrecognized evaluator; assists in the advancement of skill level andproficiency of services provided to deaf and hard of hearingstudents. Possession of the following certifications or equivalentcertification from the Educational Interpreter PerformanceAssessment (EIPA), Registry Interpreters of the Deaf (RID), orNational Association of the Deaf (NAD): Interpreting TrainingProgram (ITP) Certification, Educational Interpreters ProficiencyAssessment (EIPA).Level II – Mid level of a series. Intermediate levelclassification of the Interpreter series. Intermediate proficiencyin sign language (ASL and/or Signed English. The Interpreter IIwill interpret moderately complex, technical subject matter and isable to understand course content in major areas of study and worksindependently in select courses. Assist in the advancement of skilllevel or as deemed necessary by the Director. Assignments require athorough understanding of educational principles, techniques andpractices related to interpreter services. Possession of thefollowing certifications or equivalent certification from theEducational Interpreter Performance Assessment (EIPA), RegistryInterpreters of the Deaf (RID), or National Association of the Deaf(NAD): Interpreting Training Program (ITP) Certification,Educational Interpreters Proficiency Assessment (EIPA).Level III – Advanced level of a series. Fluency in bothinterpreting and transliterating in multiple classroom settingswith varying degrees of difficulty or other campus venues.Proficient in voice interpreting skills and is able to provideadvanced level of understanding of course content across collegecurriculum. Demonstrates conceptual understanding of the issues andproblems specific to deafness in education. Assignments are morecomplex interpreter assignments. Possession of the followingcertifications or equivalent certification from the EducationalInterpreter Performance Assessment (EIPA), Registry Interpreters ofthe Deaf (RID), or National Association of the Deaf (NAD): Registryof Interpreters for the Deaf (RID), National Association of theDeaf (NAD) Interpreting, Training Program (ITP) Certification,Educational Interpreters Proficiency Assessment (EIPA), NationalInterpreter Certification.Level IV – Expert skill level in providing interpreting andtransliterating services to the deaf and hard of hearing studentpopulation in all possible interpreting situations on a collegecampus or campus events. Possesses the ability to assess andaccommodate the deaf and hard of hearing students’ communicationneeds and facilitates communication across the college curriculumand related venues. Advocates for student access and possesses aworking knowledge of state and federal laws related to deafstudents in the post-secondary environment. Possession of thefollowing certifications or equivalent certification from theEducational Interpreter Performance Assessment (EIPA), RegistryInterpreters of the Deaf (RID), or National Association of the Deaf(NAD): Registry of Interpreters for the Deaf (RID), NationalAssociation of the Deaf (NAD) Interpreting, Training Program (ITP)Certification, Educational Interpreters Proficiency Assessment(EIPA), National Interpreter Certification.Conditions of EmploymentThis is a professional expert position. The District reserves theright to extend, modify, or eliminate this position based uponavailable funds. The effective dates of employment will be arrangedwith the supervisor.This is a recruitment for an applicant POOL to filltemporary/short-term assignments on an as-needed basis. Departmentsor Divisions will refer to the POOL of applications on file to filltemporary/short-term assignments as the need arises. Applicationswill remain in the pool for one year. You will be contacted by thehiring manager should the department/division be interested inscheduling an interview. Please do not call the Office of HumanResources regarding the status of your application .Employment is contingent upon verification of employment history,background verification as governed under Education Coderequirements, eligibility to work in the United States, andapproval by the CCCD Board of Trustees. The hours of work andeffective date of employment will be arranged with thesupervisor.Regular attendance is considered an essential job function; theinability to meet attendance requirements may preclude the employeefrom retaining employment.The person holding this position is considered a mandatedreporter under the California Child Abuse and Neglect Reporting Actand is required to comply with the requirements set forth in CoastCommunity College District policies, procedures, and Title IX.(Reference: BP/AP 5910)The Coast Community College District celebrates all forms ofdiversity and is deeply committed to fostering an inclusiveenvironment within which students, staff, administrators, andfaculty thrive. Individuals interested in advancing the District’sstrategic diversity goals are strongly encouraged to apply.Reasonable accommodations will be provided for qualified applicantswith disabilities who self-disclose.Application materials must be electronically submitted on-lineat http://www.cccd.edu/employment . Incomplete applications and applicationmaterials submitted by mail will not be considered.Additional InformationAPPLICATION REQUIREMENTS: To be considered for thisopportunity, you must submit a COMPLETE application packet. Acomplete application packet includes:A complete Coast Community College District OnlineEmployment Application.Answers to ALL Supplemental Questions, if any (pleaseprovide clear and detailed responses, where applicable, as theywill be carefully evaluated to determine the most qualifiedcandidate(s) to be invited for an interview; please do not pasteyour resume, put ‘see resume’ or ‘N/A’, or leave blank).A current Resume (as a separate attachment – PDFrecommended).Candidates will also be responsible for all travel expenses ifselected for an interview, the Coast Community College Districtdoes not reimburse for candidate travel expenses.Disability AccommodationsIf you require accommodations in the Application or ExaminationProcess, please notify Human Resources by calling (714)438-4714.PHYSICAL DEMANDS AND WORK ENVIRONMENT:The physical demands are representative of those that must bemet by an employee to successfully perform the essential functionsof this job.The work environment characteristics are representative ofthose an employee encounters while performing the essentialfunctions of this job.Reasonable accommodations may be made to enable individualswith disabilities to perform the essential functions.A detailed list of physical demands and work environment is onfile and will be provided upon request.This direct link 2020 Annual Security and Fire Safety Report (ASFSR) is the 2020Annual Security and Fire Safety Report for Coast Colleges. Thecrime statistics for calendar years 2017, 2018, and 2019 weresubmitted to the U.S. Department of Education as required under theJeanne Clery Disclosure of Campus Security Policy and Campus CrimeStatistics Act. A hardcopy can be provided from one of the CampusSafety Offices. Please contact any of the Campus Safety Offices forany questions regarding the report.The Coast Community College District is a multi-college districtthat includes Coastline Community College , Golden WestCollege , and Orange Coast College . The three colleges offerprograms in transfer, general education, occupational/technicaleducation, community services and student support services.Coastline, Golden West and Orange Coast Colleges enroll more than60,000 students each year in more than 300 degree and certificateprograms.Since its founding in 1947, the Coast Community College Districthas enjoyed a reputation as one of the leading community collegedistricts in the United States. Governed by a locally elected Boardof Trustees, the Coast Community College District plays animportant role in the community by responding to needs of achanging and increasingly diverse population.Coast Community College District is an Equal OpportunityEmployerThe Coast Community College District is committed to employingqualified administrators/managers, faculty, and staff members whoare dedicated to student learning and success. The Board recognizesthat diversity in the academic environment fosters awareness,promotes mutual understanding and respect, and provides suitablerole models for all students. The Board is committed to hiring andstaff development processes that support the goals of equalopportunity and diversity, and provide equal consideration for allqualified candidates. The District does not discriminate unlawfullyin providing educational or employment opportunities to any personon the basis of race, color, sex, gender identity, genderexpression, religion, age, national origin, ancestry, sexualorientation, marital status, medical condition, physical or mentaldisability, military or veteran status, or geneticinformation. DefinitionUnder general supervision, the Professional Expert providesassistance and support in accordance with assignments anddirections from the supervisor. Professional Experts:Have specialized knowledge or expertise not generally requiredof or found in the classifications established by theDistrict.Must be specially trained, experienced, or competent to performexpert services.Are used on a temporary basis for a specific project orprojects.Terms of employment will be described in the ProfessionalExpert Agreement
The unusually mild winter has folks itching to get outside. Gardeners want to know if it’s too early or too late to prune, fertilize, plant, aerate lawns or apply pre-emergent herbicides.Remember, the best time to plant new trees and shrubs is in the fall or early winter. If you plant trees or shrubs in the springtime, it’s generally a good idea to start with smaller plants that are quicker to establish and easier to keep watered through the first summer, especially if Georgia has another drought.As far as pruning goes, the ideal time to prune fruit trees, landscape trees and shrubs is in late winter prior to bud break. However, most trees started breaking dormancy very early this winter. It’s perfectly fine to prune plants after bud break – you won’t kill your plants. Just realize that plants that produce flowers or fruit in the springtime are likely to have more buds knocked off during the pruning process the later you wait to prune. For fruit trees, this could be an effective way to thin flowers and reduce the fruit load. For spring-flowering plants, such as camellias and azaleas, pruning is generally recommended after they flower, which could be as late as May or June.Entering springtime, plants will begin to grow very rapidly, which allows them to seal off pruning wounds more quickly. This is a good thing. They also have the ability to produce more sap in the springtime and may appear to be “bleeding” more excessively if pruned later. This sap is just water and will not compromise the plant’s health.Springtime pruning also allows you to remove any frost damage to new growth that came out too early. After a mild winter, this could be an advantage since there is sure to be another frost before spring. It’s still too early to fertilize trees, shrubs and dormant lawns, like bermudagrass. Soil temperatures affect the ability of plants to take up nutrients. Ideally, soil temperatures should be averaging around 65 degrees Fahrenheit for fertilizers to be used efficiently. Apply fertilizer too early and most of the nitrogen will be lost to leaching and runoff from rainfall before the plants can take it up – this wastes time, money and fertilizer. Too much nitrogen now could induce a more rapid break in dormancy and make plants less hardy if there is a late freeze. A great time to fertilize and to add limestone to lawns is immediately after aeration, which allows the nutrients to go down deeper into the root zone. Lawn aeration reinvigorates lawns that are recovering from drought and compacted soil. However, this practice is only recommended for actively growing lawns. For fescue and other cool-season grasses, the ideal time for aeration would be spring (March) or fall (October). For bermudagrass and other warm-season grasses that go dormant, wait until after they fully green up (usually around May) before you core aerate.Pre-emergent herbicides should be applied to lawns before annual weeds start to germinate. For crabgrass and other summer annual weeds, germination starts when soil temperatures reach 55 F.Most winter weeds will start to set flowers and go to seed very soon. Control these weeds now before they set seed or you will have even more weeds next year. Use selective herbicides labeled for your lawn type or those that are safe to use around landscape plants. Read and follow all labeled application rates and safety precautions. If you have spring fever, submit a soil sample to test your lawn or garden. If you haven’t done a soil test in a few years, this is a great time to see how much fertilizer or limestone the soil needs for a successful lawn or garden in the coming year. For more information, see the University of Georgia Cooperative Extension publication “Care of Ornamental Plants in the Landscape” (Bulletin 1065) available at extension.uga.edu/publications. Get accurate temperatures for your area through the University of Georgia’s weather network at www.georgiaweather.net.
Today, the handover of duties took place between the new Minister Nikola Brnjac and the current Minister of Tourism Gari Cappelli, the Ministry of Tourism reports. “Croatian tourism is safe in the hands of the new Minister Nikola Brnjac, and now that it has been further strengthened with the sports segment, I believe that we can represent Croatia even better and more recognizably in the world. In this period of the COVID-19 pandemic, the Government of the Republic of Croatia, led by President Andrej Plenković, has created the preconditions thanks to which tourism is still achieving significant results, and I have no doubt that it will continue to achieve exceptional results in the years ahead.”, Pointed out the former Minister of Tourism Gari Cappelli during the handover, and stressed that there will continue to be support for Croatian tourism through work in the Croatian Parliament. On that occasion Minister of Tourism and Sports Nikolina Brnjac She thanked the current Minister of Tourism Gari Cappelli for her work and emphasized the importance of tourism and sports for the Croatian economy and the recognition of Croatia in the world: “Tourism is extremely important for Croatia, it has always been the driver of the economy and I am sure it will be in the future. My first goal will be to ensure the stability of the tourism sector during this period. Tourism should be better positioned in the future financial perspective of EU funds in order to remain the flagship of the Croatian economy”. Photo: Ministry of Tourism and Sports
Happy Thanksgiving to one and all! Enjoy your family, your Thanksgiving meal, and your favorite sport on TV. If you play a family football game in the backyard, please stay healthy so you can read my column tomorrow!
Bukola Olopade Olopade who noted that NPFL management has breached an article in LMC statute by agreeing to prosecute the 2018/19 NPFL season with 24 teams whereas it was clearly stated in the LMC statute that only 20 clubs should participate in the NPFL league.“The organisers, NPFL must also relegate four teams if they are to accommodate four NPFL in the 2018/19,” he argued.He said further that “NNL equally has the right to reject demotion of eight teams at the end of the season if four NNL teams were promoted to the elite league from the beginning of the season,” he pointed out.He insisted that if the Super 8 is played, the management of the leagues are merely postponing the doomsday in Nigeria football because the problem is not over yet.“NPFL must also relegate four teams because at the end of the season eight clubs will be relegated to the NNL and at that time, NNL also has the right to reject and say they cannot accommodate eight clubs when they promoted four clubs.“So, even if we solve this problem now by playing the Super 8, we are only postponing doomsday in Nigeria league because the problem will still face us at the end of the season.“They said that the rule says four teams should be promoted from the NNL to the NPFL. But they have already breached an article in LMC statute which states that only twenty teams should prosecute the NPFL. Therefore, it is wrong for them not to relegate four clubs but wants four clubs to join them from the NNL to make the number of the clubs 24.”Olopade in the heat of the crisis resigned as the CEO of the NNL citing breach of the agreement between the NFF and NNL.NFF had in Asaba agreed to promote eight NNL clubs to the elite league which has made all the eight clubs released some of their players to recruit better legs in preparation ahead of the 2018/19 NPFL season.Share this:FacebookRedditTwitterPrintPinterestEmailWhatsAppSkypeLinkedInTumblrPocketTelegram SUPER 8 PLAYOFFAs the Nigeria Football Federation (NFF) continues to maintain its stands over the proposed Super 8 playoff and a scheduled date for the commencement t of the next football season, former Chief Executive Officer of the Nigeria National League (NNL), Bukola Olopade, has insisted having the playoff to produce four teams that will join the professional league rank NPFL is not the solution to the current challenges facing domestic football scene.The former commissioner for sports in Ogun State, yesterday warned that the League Management Company (LMC) and Nigeria Professional Football League Club Owners should accept the initial proposal that promotes all the teams to join the 20 existing clubs in the top division to save the impending logjam.
November brings the 2nd highest market share everDespite it being winter, it was another hot month in Norway where all-electric cars sell like hot cakes. The plug-in hybrid, on the other hand, is shrinking pretty badly.In total, some 7,001 new passenger plug-ins were registered last month (up 20.4% year-over-year) at a market share of 56.9% (only 60.1% in September was better).Here are the details, which shows us clearly that the market shifts towards all-electric models:BEVs: 5,087 (up 88.1%, 41.3% market share) + 1,106 ‘used’ + 187 vans (178 new and 9 used) + 3 FCVPHEVs: 1,914 (down 38.4%, 15.5% market share) News from Norway New plug-in passenger car registrations in Norway – November 2018Nissan LEAF is the best selling car of any kind in Norway with 1,209 new registrations in November and 11,584 YTD. As total Nissan volume was 1,267 for the month and 13,454 for the first 11 months of 2018, it seems that Nissan’s presence in Norway is driven almost entirely by EVs.Last month, BMW i3 surprised with high 714 new registrations (5,239 YTD).The all-new Jaguar I-PACE noted 335 (916 YTD), which as in the case of Nissan, stands for most of the brand’s result – 366 and 1,167 YTD.Tesla delivered 455 electric cars in November and Model X is still number 4 for the year.New passenger car registrations in Norway, Top 20 models YTDsource: Opplysningsrådet for Veitrafikken AS (OFV AS) Top 10 Countries in the Global EV Revolution: 2016 Edition Let’s Examine Electric Car Pre-Orders In Norway Kia Niro EV Pricing Announced For Norway Source: Electric Vehicle News Author Liberty Access TechnologiesPosted on December 8, 2018Categories Electric Vehicle News