Organisation Follow the news on United States Related documents Reporters Without Borders testimonyPDF – 152.66 KB News News WhatsApp blocks accounts of at least seven Gaza Strip journalists June 7, 2021 Find out more Reporters Without Borders’ representative in Washington, Lucie Morillon, testified on 15 February before the US House of Representatives Committee on International Relations. During the hearing, the major US Internet companies such as Yahoo!, Microsoft, Google and Cisco systems, were required to explain their collaboration with the Chinese authorities on web censorship. News RSF_en Reporters Without Borders’ representative in Washington, Lucie Morillon, testified on 15 February before the US House of Representatives Committee on International Relations. During the hearing, the major US Internet companies such as Yahoo!, Microsoft, Google and Cisco systems, were required to explain their collaboration with the Chinese authorities on web censorship. Here is the full text, in English, of the Reporters Without Borders’ statement. United StatesAmericas ————-Create your blog with Reporters without borders: www.rsfblog.org to go further Receive email alerts June 3, 2021 Find out more Facebook’s Oversight Board is just a stopgap, regulation urgently needed, RSF says April 28, 2021 Find out more United StatesAmericas February 16, 2006 – Updated on January 20, 2016 Testimony of Reporters Without Borders before the US House of Representatives News NSO Group hasn’t kept its promises on human rights, RSF and other NGOs say Help by sharing this information
NewsEducationLimerickTechnological University status granted to Limerick and Athlone Institutes of TechnologyBy Meghann Scully – May 5, 2021 559 Advertisement Roisin Upton excited by “hockey talent coming through” in Limerick Billy Lee names strong Limerick side to take on Wicklow in crucial Division 3 clash Limerick Institute of Technology’s Moylish campusMINISTER of State for Further Education and Skills Niall Collins TD and Minister for Further and Higher Education, Research, Innovation and Science, Simon Harris TD have today (5 May 2021) granted Technological University (TU) status to Limerick Institute of Technology and Athlone Institute of Technology.This is the third TU to be created since 2019 and is a milestone for the Mid-West and the Midlands.Sign up for the weekly Limerick Post newsletter Sign Up Minister of State for Further Education and Skills and TD for Limerick County, Niall Collins, commented: “This is a transformational event for the people of the Mid-West and the Midlands.“We know the many faceted benefits of TUs and we are seeing how they can transform regions elsewhere. I am very much looking forward to this new TU bringing those benefits from Clare and Limerick, through Tipperary and up the mighty Shannon across the Midlands to Athlone and beyond.“This will allow people across the Mid-West and the Midlands and beyond to obtain a university degree in their home places. As a former LIT lecturer and a proud Limerick man I am delighted to see this milestone being reached and I want to congratulate all involved.” he said.The process to designate a new TU is enshrined in the Technological Universities Act 2018. The next steps in the legislative process require the Minister to bring forward a draft order establishing the appointed day on which the new technological university will be legally established and Limerick and Athlone ITs consequentially dissolved for approval by the Houses of the Oireachtas.A date for this requirement is currently being considered but subject to the order being approved in due course all students graduating in the 2021-2022 academic year will do so with university qualifications.Minister Harris added: “I would like to warmly congratulate and sincerely thank the very many people from the two Institutions including their management, governing bodies, staff, students and the wider regional and community stakeholders who have enabled today’s announcement and who can now look forward to an exciting future for this new university and the regions it will serve.” Linkedin Donal Ryan names Limerick Ladies Football team for League opener TAGSKeeping Limerick PostedlimerickLimerick Institue of TechnologyLimerick Post Previous articleSt Nessan’s chosen as Limerick winner for SPAR FAI School Zone competitionNext articleLimerick language company heads for Russia Meghann Scully Print WhatsApp RELATED ARTICLESMORE FROM AUTHOR Limerick’s National Camogie League double header to be streamed live WATCH: “Everyone is fighting so hard to get on” – Pat Ryan on competitive camogie squads Facebook Email Limerick Ladies National Football League opener to be streamed live Twitter
A good fit for shoefayreOn 1 Jul 2003 in Personnel Today Related posts:No related photos. Previous Article Next Article Ian Trennan, HR manager at Shoefayre, describes how a bespoke approach tostaff training is delivering good results for the national footwear retailerVocational trainingDesigned and delivered by: The Lexicon Group, Suite 3, TudorHouse, Coychurch Road, Bridgend CF35 5NSPhone: 01656 645008Fax: 01656 646152e-mail: [email protected] bespoke vocational training programme developed over the past 18 months byShoefayre, in partnership with training provider, the Lexicon Group, is bearingfruit. The broad aims of this scheme are to improve our overall skills level, whileincreasing staff job satisfaction and morale. High staff turnover is endemic in the retail sector, and the introduction ofthis bespoke training programme is seen as a very clear way of signalling thatwe care for our employees. Earlier this year, the new scheme saw its first results, with the award ofNVQ and National Traineeship (NT) certificates – since replaced by theFoundation Modern Apprenticeship – to three employees who had successfullycompleted their training. This was seen as a major step in the roll-out of theprogramme and was a major source of satisfaction to all involved in itsdevelopment. Shoefayre is a Co-operative Society, established in 1961. It operates 365outlets throughout England, Scotland and Wales. With a workforce of about3,000, the company has around 10 per cent of employees in formalised trainingat any one time, mostly undertaking NVQ Levels 2 and 3. In the past few years, our approach to training has been revised as part ofa company-wide programme of updating and culture change. Under the new regime, Shoefayre’s training policy – previously largelyorganised regionally – is now being brought under central control, withmultiple providers replaced by a single training and development organisation,the Lexicon Group. This was necessary to bring consistency and equalopportunities to staff across the organisation, as training had previously beenprovided by up to 50 NVQ providers. Simplified We also entered into a contract with the National Contracting Service (NCS).This gave us a single point of contact for all NVQ funding and support in linewith government requirements, greatly simplifying our national training operation.Basically, we felt our employees were not benefiting as they should andShoefayre was not getting the results it needed. It was also the case that training was seen to be delivering qualificationsthat were not wanted and at levels not required. Now we have a tight portfolioof qualifications agreed with Lexicon and any variation to this has to beagreed in advance. Company values promote fair treatment of staff; an approach that we hopewill set us apart from other mainstream retailers. We wanted to create anapproach to training that enabled our people to get something out of theprocess, rather than just a vocational programme that would satisfy the needsof the business. To achieve this, we built up a close working relationship with Lexicon injointly developing vocational training courses that satisfy the internal needsof the company – customer service, stocktaking and so forth – while givingemployees access to nationally-recognised qualifications. This relationship started in summer 2001. At that time, all formal trainingwas on hold and the plan was to concentrate on internal training only. However,despite our apprehension, Lexicon came up with a proposal that convinced us torevisit the NVQ route. Branded programmeWhen we were considering our training requirements, we didn’t want to takean ‘off-the-shelf’ solution. We are working towards a Shoefayre-branded accreditation programme, andLexicon is one of the few providers prepared to put in the time and resourcesto develop a tailored scheme such as this. Lexicon’s corporate development director, Helena Williams, agrees:”What we have developed is not a fixed scheme, it is a flexible approachto training that can be tailored to satisfy both individual and companyneeds.” We spent four months developing the initial courses and launched a pilot inour outlets in South Wales in October 2001. Following the success of thispilot, we went for a national launch in May 2002. Under current arrangements, we offer Foundation and Advanced ModernApprenticeship training in retailing for the 16 to 24 age group, plus NVQ atLevels 2 and 3 for staff over 24. We see the programme as a stepladder that should enable everyone to gain thequalifications to suit their job level. Initially, the take-up was slow (see graph below), mainly because we had toovercome some deep-grained preconceptions about training, which meant peoplewere reluctant to sign up. Due to bad experiences in the past, vocationaltraining was seen as an employer’s way of getting cheap labour. But this is anoutdated view and we set about changing these preconceived ideas. As a key part of this process, we undertook a formal launch to all areamanagers to ensure their buy-in. This then cascaded through the company. “It is critical to develop the relationship between the Lexicon adviserand the branch manager,” said Williams. “Training is tailored to theneeds of each branch and the individuals in that branch. It is important thateveryone appreciates the value and benefits of this approach.” Early results from the retail training programme have been encouraging andthe NVQ partnership programme is now being expanded through the organisation’sLeicester headquarters, and into its warehousing and logistics operations. We have met the initial requirements of changing people’s perceptions abouttheir personal access to training. According to a recent survey, staff membersnow believe that opportunities for development have improved dramatically overthe past few years. They are realising that meaningful training is not just forthe privileged few. We now have 380 people in training. This includes shopworkers aged 16 to 64,and a national training co-ordinator who has just started a Level 4 NVQprogramme. The target for 2003/4 is to increase the numbers participating by200 to 250 people. During the first year, there has been some negative feedback, which isinevitable, but this has been taken on board and fed back into the programme,which continually evolves. Branded programmeWe are still in the early stages, but the next phase in the development ofthe training programme will be to establish means of measuring its impact onthe bottom line of the business in terms of productivity, staff retention andease of recruitment. Recent innovations include a fast-track internal development programme,which enables talented managers to complete training that might normally takethree years in just six to 12 months. We are now looking at ways of integrating fast-track workshops into the NVQprogrammes to allow staff with potential to accelerate their training in asimilar way. We at Shoefayre are very pleased with progress to date. The bespoke trainingwe are now providing has had a major impact on the attitude, morale andconfidence of individuals, really helping to bring them on. Our aim is tomaintain this quality and see a similar transformation with all our teammembers in the future. Training has a real impact on staffThe impact on those who have gonethrough the training has been dramatic. One of the three recent achievers, EmmaTucker, has seen a marked increase in confidence in her personal worth and inher ability to do the job. By targeting the skills and support she needed, shehas now achieved the position of branch manager and she plans to take a NVQLevel 3 in advanced supervisory management.Tucker, who has been with Shoefayre for six years, isenthusiastic about the programmes and the support provided by Lexicon.”The way the courses are structured means they don’t disrupt the workingday, so you can carry on with your job while you study. I think it is a realbonus that you can gain nationally-recognised qualifications while you work,rather than having to make time to go to college.”VerdictMaking a difference for our customersHigh staff turnover is endemic in theretail sector, not a problem faced by Shoefayre alone. However, by offering ourstaff a vocational training structure that is genuinely tailored to individualneeds and that leads to nationally-recognised awards, we feel we have donesomething to signal that we care for our employees and that sets us apart fromother employers in the sector.The main benefit of this approach is that Shoefayre caninfluence how training is delivered through our close relationship withLexicon. Obviously, no training programme is going to be perfect, but whenissues arise, they are quickly recognised and addressed jointly. This is a constantlydeveloping partnership.Ability to meet business needs * * **Buy-in by staff * * *Flexibility in delivery * * * *Value for money * * * *Overall rating * * * *Key: * = Disappointing * * * * * = Excellent Comments are closed.
German wind turbine manufacturer Senvion has partnered with EnBW and R&D institutes such as DTU, ECN and Fraunhofer IWES, among others, to jointly develop a 10MW+ offshore wind turbine.Senvion has also, in collaboration with partners, submitted an application for a Horizon 2020 funding to the European Commission for the project.The pan-European consortium led by Senvion has gathered around the ReaLCoE project with the aim of developing a next generation double-digit MW offshore wind turbine for clean, competitive electricity. The project is expected to trigger hundreds of millions of Euros of investment into the European clean tech sector.In May 2017, Senvion announced the development of a 10MW+ turbine for the offshore business. By the implementation of an integrated approach within the consortium project, the company is said to take a further step forward in this development.Over the course of nearly one year, 150 participants from nine countries prepared the ReaLCoE project content throughout three workshops in Hamburg.Throughout the project, the consortium plans to develop, install, demonstrate, operate and test a technology platform for the first prototype of a double-digit rated capacity turbine in a realistic offshore environment.“Senvion anticipates being a front-runner in the offshore business with double-digit rated capacities. “ReaLCoE’s” vision is to unleash the full potential of offshore wind energy to be in direct competition with conventional energy sources in electricity markets worldwide. This will be achieved by innovating and combining multiple disciplines within the offshore sector,” Jürgen Geissinger, CEO at Senvion, said.”This will make it possible to leverage on the efficiencies and LCoE reduction potentials in every link of the value chain. The contribution of the European Commission would kickstart new collaborative partnerships and begin the transformation of the offshore wind energy sector towards a truly digital industrial sector.”According to Senvion, the company has invited Europe’s most experienced offshore industry stakeholders and innovative SMEs to join this value adding partnership. This vision comes to reality through the vertical integration of the value chain by moving from sequential to modular and parallel development, testing and certification and new forms of cooperation, Senvion said.“Interchangeable components and parallel testing and certification will lead to a much faster time to market. Increased operational lifetime and lower service and maintenance requirement will substantially reduce LCoE. This robust, reliable and modular turbine design allows us to easily customize the turbine to different markets and client requirements,” Geissinger said