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cyclereview.bsky.social
Life Time unveils standardized pro race qualification requirements

...#LTProNumber #LifeTimeGrandPrix #UnboundGravel #LeadvilleMTB #GravelProRacing #QualificationStandards #2027Racing #EliteProField #RaceSafety #PerformanceBased Source link Life Time has introduced an “LT Pro Number” requirement…
Life Time unveils standardized pro race qualification requirements
...#LTProNumber #LifeTimeGrandPrix #UnboundGravel #LeadvilleMTB #GravelProRacing #QualificationStandards #2027Racing #EliteProField #RaceSafety #PerformanceBased Source link Life Time has introduced an “LT Pro Number” requirement for professional racers entering the pro fields at its seven marquee events, including Unbound Gravel, Leadville Trail 100 MTB, Sea Otter Classic, and other races comprising the Life Time Grand Prix. The number permits entry into pro start waves but does not guarantee race registration or count as entry into the Grand Prix series itself.
cyclereview.co.uk
October 30, 2026 at 10:01 AM
spiking.bsky.social
Watch Now: spi.ke/4i0tryF

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Stay future-proof with SpikingAI. Register Now 👉 spi.ke/bscc

#SpikingAI #AIRevolution #FutureOfWork #PerformanceBased #DigitalShift #SmartMoneyFlow
November 16, 2025 at 5:00 AM
babyawacs.bsky.social
#whatdidyousee @manager @management @sciam @science .@science . @us_stratcom @rosatom @nasa @esa

@jaxa @roskosmos

respect orno t for performancebased programs and eningeering marvel projects 

but

 @nasa programs seemed like the #1950s #1960s #usversions of nazi programs expending personnel as…
#whatdidyousee @manager @management @sciam @science .@science . @us_stratcom @rosatom @nasa @esa @jaxa @roskosmos respect orno t for performancebased programs and eningeering marvel projects  but  @nasa programs seemed like the #1950s #1960s #usversions of nazi programs expending personnel as pinnacle personnel pin nacled in faschist projects #reframed ellbow bitter stabbing fie rcly competitive embittered allin n o w a y b a c k  e v e r to be  e x p e n d e d #whatdidyousee  #nooffense
#whatdidyousee @manager @management @sciam @science .@science .@us_stratcom @rosatom @nasa @esa @jaxa @roskosmos respect ornot for performancebased programs and eningeering marvel projects but @nasa programs seemed like the #1950s #1960s #usversions of nazi programs expending personnel as pinnacle personnel pinnacled in faschist projects #reframed ellbow bitter stabbing fiercly competitive embittered allin n o w a y b a c k e…
babyawacs.wordpress.com
August 16, 2025 at 3:36 PM
bgodillot.bsky.social
Pour vous convaincre d’accélérer l’adoption de nouvelles pratiques, je vous propose une formule de rémunération au résultat. buff.ly/J46OCBF by @bgodillot.bsky.social @OdysseusAndCo #PerformanceBased #SalesInnovation #TeamDevelopment #SocialSelling #DigitalSelling #SocialEnablement
September 1, 2025 at 6:03 AM
longtail-news.bsky.social
Feed: "BYU ScholarsArchive"
By: Hayden T. Gunnell et al. on Thursday, January 29, 2026
Timing is Everything: Congruence, Controllability, and Performance Measure Weighting
We investigate whether the weights managers place on performance measures for performancebased compensation depend on whether weights are determined at the beginning or end of the performance period. ...
scholarsarchive.byu.edu
January 29, 2026 at 12:35 PM
epsteinweb.bsky.social
EFTA01123409.jpg
#epsteinweb #efta01123409
https://epsteinweb.org
Available in the iOS app store now!
https://apps.apple.com/us/app/epstein-web/id6758880661
EFTA01123234 | EFTA01123409 Restructure Medicare & Medicaid: Policy Option #3 Improve Efficiency / Productivity of Healthcare System USA Inc. I weal Might a TUffialCUM Expect Cons:Jet? 315 Restructure Medicare & Medicaid: Most Businesses are PerformanceBased, Many Components of Healthcare System are Not USA Healthcare Outcome (based on Life Expectancy) Have Room For Improvement Relative to Other Countries Healthcare Spending per capita vs. Average Life Expectancy Among OECD Countries, 2007 85 Japan • E CO 0) } • • t :5. In • 80 S. Korea • C `CO • • • ..... 0,./....... ft. ......• • • • i • • ../' ...•••• ..... C.) O . x o iu 0 75 = —1 0 cn 2 0 > ....., • • .....• • Mexico UK — — Linear Trend line (ex. USA) USA • • Hungary 70 0 1000 2000 3000 4000 5000 6000 7000 Total Expenditure on Health per capita, SUS (PPP Adj.) USA ^c &wet OECD. eil m Might a Tumateund Expect Consklec? 316 EFTA01123409 Epstein Web iOS app on the App Store.
May 10, 2026 at 5:11 AM
epsteinweb.bsky.social
Parts 1-3/3 — EFTA01110495.jpg
#epsteinweb #efta01110495
https://epsteinweb.org
Available in the iOS app store now!
https://apps.apple.com/us/app/epstein-web/id6758880661
EFTA01110478 | EFTA01110495 Performance-Based Fee Arrangements May Increase the Volatility of Our Revenues A portion of our total revenues is derived from performance fees. Our asset managers earn performance fees under certain client agreements if the investment performance in the portfolio meets or exceeds a specified benchmark. If the investment performance does not meet or exceed the investment return benchmark for a particular period, the asset manager will not generate a performance fee for that period and, if the benchmark is based on cumulative returns, the asset manager's ability to earn performance fees in future periods may be impaired. As of March 31, 2015, approximately 7% of our AUM was in accounts or products that are eligible to earn performance fees. We earned $83.5 million, $107.1 million and $98.6 million in performance fees during fiscal years 2015, 2014 and 2013, respectively. An increase or decrease in performance fees, or in performancebased fee arrangements with our clients, could create greater fluctuations in our revenues. We Rely Significantly on Third Parties to Distribute Mutual Funds and Certain Other Products Our ability to market and distribute mutual funds and certain other investment products that we manage is significantly dependent on access to third-party financial intermediaries that distribute these products. These distributors are generally not contractually required to distribute our products, and typically offer their clients various investment products and services, including proprietary products and services, in addition to and in competition with our products and services. Relying on third-party distributors also exposes us to the risk of increasing costs of distribution, as we compensate them for selling our products and services in amounts that are agreed between them and us but which, in many cases, are largely determined by the distributor. There has been a recent trend of increasing fees paid to certain distributors in the asset management business, and our distribution costs have increased as a result. While we have worked to diversify our distribution network, historically, many of the Legg Mason Funds were principally sold through the retail brokerage business of Citigroup. The retail business created by the combination of Morgan Stanley's brokerage unit and Citigroup's Smith Barney unit into Morgan Stanley Wealth Management remains a significant intermediary selling the Legg Mason Funds. While the third-party distributors are compensated for distributing our products and services, there can be no assurances that we will be successful in distributing our products and services through them. In addition, mergers and other corporate transactions among distributors may affect our distribution relationships. For example, we are not able to predict the long-term effect of the Morgan Stanley Wealth Management business on our ability to continue to successfully distribute our funds and other products through it, or the costs of doing so. If we are unable to distribute our products and services successfully, it will adversely affect our revenues and net income, and any increase in distribution-related expenses could adversely affect our net income. Our Funds-of-Hedge Funds Business Entails a Number of Additional Risks Permal operates a portion of its business in the international funds-of-hedge funds business. The funds-ofhedge funds business typically involves clients being charged fees on two levels—at the funds-of-funds level and at the underlying funds level. These fees may include management fees and performance fees. There can be no assurance that Permal will not be forced to change its fee structures by competitive or other pressures or that Permal's fee structures will not hamper its growth. Furthermore, Permal, consistent with other funds-of-hedge funds managers, has experienced a trend in recent years of outflows in business from retail high net worth clients and inflows from institutional clients, which has negatively impacted Permal's revenues and profits. There can be no assurance that Permal will be able to continue its transition into the institutional business, or that this transition will not further affect the revenues or profits of Permal. In addition, Permal may generate significant performance fees from time to time, which could increase the volatility of our revenues. See "—PerformanceBased Fee Arrangements May Increase the Volatility of our Revenues" above. Because Permal operates in the funds-of-hedge funds business globally, it is exposed to a number of regulatory authorities and requirements in different jurisdictions. S-16 EFTA01110495
May 9, 2026 at 7:05 PM
epsteinweb.bsky.social
Parts 1-3/3 — EFTA00281838.jpg
#epsteinweb #efta00281838
https://epsteinweb.org
Available in the iOS app store now!
https://apps.apple.com/us/app/epstein-web/id6758880661
EFTA00281516 | EFTA00281838 The standard outlines a ventilation rate procedure and an IAQ procedure for compliance. The ventilation rate procedure prescribes outdoor air quality levels acceptable for ventilation; treatment measures for contaminated outdoor air; and ventilation rates for residential, commercial,institutional,vehicular,and industrial spaces. The IAQ Procedure is a performancebased design approach in which the building and its ventilation system maintain concentrations of specific contaminants at or below certain previously determined limits in order to achieve an indoor air quality acceptable to building occupants and/or visitors. For the purposes of this procedure, acceptable perceived indoor air quality excludes dissatisfaction related to thermal comfort, noise and vibration, lighting, and psychological stressors. The IAQ procedure also includes criteria for the following situations: reducing outdoor air quantities when recirculated air is treated by contaminant-removal equipment and ventilating when a space's air volume is used as a reservoir to dilute contaminants. The IAQ procedure incorporates quantitative and subjective evaluation and restricts contaminant concentrations to acceptable levels. IEQ CI Credit 1 ASH RAE updated the standard in =07 to include requirements for buildings that allow smoking in designated areas to separate areas with environmental tobacco smoke (ETS) from those without ETS . The standard now also clarifies how designers must analyze mechanical cooling systems to limit indoor relative humidity that would cause dampness-related problems such as mold and microbial growth. Project teams wishing to use ASHRAE-approved addenda for the purposes of this credit may do so at their own discretion. Apply addenda consistently across all LEED credits. 4. Implementation Building HVAC systems are designed to flush out indoor airborne contaminants by exhausting old air and replacing it with outdoor air. The rate of ventilation air exchange is generally determined in the design phase based on space density and type of occupancy. Many conventional ventilation systems do not directly measure the how much outdoor air is delivered. Implementation of the following strategies is recommended to achieve this credit. Outdoor Air Flow Monitoring Monitoring the outdoor air flow rate confirms that the HVAC equipment is providing the required ventilation rate. Air balance control methodologies such as fan-tracking and measuring buildingpressurization do not directly prove that appropriate ventilation air is being provided and do not satisfy the credit requirement. The ventilation rate can be measured at the outdoor air intake of an air distribution system using a variety of airflow devices, including Pitot tubes, Venturi meters, rotating vane anemometers, and mass air flow sensors. These sensors must be installed according to the manufacturer's best practices guidelines. The ventilation rate for a particular HVAC system also can be determined from a mass balance calculation if both supply air flow and return airflow are directly measured with air flow monitoring devices. To satisfy the requirements of this credit, the measurement devices must detect when the system is is %below the design's minimum outdoor air rate. When the ventilation system fails to provide the required levels of outside air, the monitoring system should be configured to deliver a visible or audible alert to the system operator to indicate that operational adjustments might be necessary. The minimum outdoor air rate might change based on the design and modes of the HVAC system. Constant volume systems with steady-state design occupancy conditions usually have different outdoor air rates for weekdays and nighttime or off-peak conditions. In variable air volume (VAV) systems, the rate of outdoor air needs to stay above the design minimum, even when the supply air flow is decreased because of reduced thermal load conditions. 2009 EDITION LEED REFERENCE GUIDE FOR GREEN INTERIOR DESIGN AND CONSTRUCTION 299 EFTA00281838
April 26, 2026 at 4:13 AM
aiccontemporary.bsky.social
Clothespin https://www.artic.edu/artworks/109915/
Over the last 50 years, Claes Oldenburg has created an art of parody and humor by radically altering the scale of and materials associated with everyday objects. His early work in the 1960s took the form of brightly painted plaster reliefs and sculptures of foodstuffs and other commercial products. Later the canvas props that Oldenburg had sewn for earlier performancebased events led to large-scale soft sculptures. By the mid-1960s, the artist turned his attention to drawings and proposals for outdoor monuments—some imaginary, some real. A 45-foot-tall version of Clothespin is installed near City Hall in Philadelphia. Gift of the Auxiliary Board; Mr. and Mrs. Frank G. Logan Purchase Prize Fund
September 18, 2024 at 6:21 PM
citizenptnewsva.bsky.social
Virginia's House subcommittee just voted to create a fine-arts diploma seal, celebrating students' lasting achievements in the arts and the skills that come with it!

Learn more here

#VA #PerformanceBased #EducationRecognition #CitizenPortal #ArtsEducation #VirginiaFineArts
Virginia subcommittee backs bill to create a fine‑arts diploma seal
A House subcommittee reported HB 478 after supporters, including music educators and a Grammy award winner, testified the seal would recognize sustained, performance‑based student achievement and support career and college pathways.
citizenportal.ai
February 5, 2026 at 1:21 PM
kathryntewson.bsky.social
I asked CimphonyAI to draft me an employee handbook, which is one of the pre-roll options from the dashboard menu

this is what it gave me (final page in next skeet)
Employee Handbook Table of Contents 1. Introduction 2. Company Mission and Values 3. Employment Policies Equal Employment Opportunity Anti-Harassment Policy Code of Conduct 1. Employee Rights and Responsibilities 2. Compensation and Benefits Pay Schedule Health Insurance Retirement Plans 1. Work Hours and Attendance Work Schedule Attendance Policy 1. Leave Policies Vacation Leave Sick Leave Family and Medical Leave 1. Performance Management Performance Reviews Promotions and Transfers 1. Employee Development Training Programs Continuing Education 1. Workplace Safety Safety Procedures Reporting Incidents 1. Disciplinary Procedures 2. Employee Separation Resignation Termination 1. Grievance Procedures 2. Acknowledgment of Receipt 1. Introduction Welcome to the Employee Handbook. This document serves as a comprehensive guide to therights, responsibilities, policies, and procedures for employees within our organization. It is essentialthat all employees familiarize themselves with the contents of this handbook to ensure a productiveand harmonious workplace. 3. Employment Policies Equal Employment Opportunity Our company is committed to providing equal employment opportunities to all employees andapplicants in accordance with applicable state laws. We prohibit discrimination based on race,color, religion, sex, national origin, age, disability, or any other protected status. Anti-Harassment Policy We are dedicated to maintaining a workplace free from harassment. This policy outlines ourcommitment to preventing and addressing harassment in accordance with state laws. Employeesare encouraged to report any incidents of harassment to their supervisor or the Human Resourcesdepartment. 13. Grievance Procedures Employees who have concerns or grievances are encouraged to address them promptly. Employeesshould first discuss their concerns with their immediate supervisor. If the issue is not resolved,employees may escalate the matter to Human Resources. All grievances will be handledconfidentially and promptly. 2. Company Mission and Values Our mission is to empower individuals and organizations to achieve their fullest potential throughinnovative solutions and exceptional service. We value integrity, teamwork, innovation, and respectfor all individuals. These values guide our actions and decisions as we strive to achieve our goals. 3. Employment Policies Equal Employment Opportunity We are committed to providing equal employment opportunities to all employees and applicants. Discrimination based on race, color, religion, sex, national origin, age, disability, sexual orientation,gender identity, or any other protected status is strictly prohibited. Discrimination based on race,color, religion, sex, national origin, age, … All employees are expected to conduct themselves in a professional manner. This includes treatingcolleagues with respect, adhering to company policies, and maintaining a positive workenvironment. 4. Employee Rights and Responsibilities Employees have the right to a safe and healthy work environment, fair treatment, and access tocompany resources. In return, employees are responsible for fulfilling their job duties, adhering tocompany policies, and contributing to a positive workplace culture. 5. Compensation and Benefits Pay Schedule Employees are paid on a bi-weekly basis. Paydays are scheduled for every other Friday. Health Insurance We offer a comprehensive health insurance plan for eligible employees. Details regarding coverageoptions and enrollment procedures can be obtained from the HR department. Retirement Plans Employees are encouraged to participate in our retirement savings plan, which includes a 401(k)plan with company matching contributions up to 5% of the employee's salary. 6. Work Hours and Attendance Work Schedule The standard workweek is 40 hours, from Monday to Friday, 9:00 AM to 5:00 PM, with potential forflexible work arrangements based on departmental needs. The standard workweek is 40 hours,from Monday to Friday, 9:00 AM to 5:00 PM. Employees are expected to adhere to their assignedschedules. Attendance Policy Regular attendance is crucial for the success of our organization. Employees must notify theirsupervisor at least 24 hours in advance if they are unable to attend work. Employees must notifytheir supervisor in advance if they are unable to attend work. 7. Leave Policies Vacation Leave Employees are entitled to 15 days of vacation leave per year. Vacation leave accrues at a rate of1.25 days per month and may be carried over up to a maximum of 30 days. Requests for vacationmust be submitted at least two weeks in advance and approved by management. Requests forvacation must be submitted in advance and approved by management. Sick Leave Emplo… Family and Medical Leave Eligible employees may take up to 12 weeks of family and medical leave in accordance with federaland state laws. This leave may be used for the birth or adoption of a child, to care for a familymember with a serious health condition, or for the employee's own serious health condition. 8. Performance Management Performance Reviews Employees will receive performance reviews annually. These reviews will assess job performancebased on established criteria, including quality of work, productivity, teamwork, and adherence tocompany values. Feedback will be provided to guide professional development and improvement. Promotions and Transfers Promotions and transfers are based on performance, qualifications, and organizational needs.Employees are encouraged to apply for open positions and may be considered for advancementbased on their performance reviews and contributions to the company. 9. Employee Development Training Programs We offer various training programs to help employees develop their skills and advance their careers.These programs may include workshops, seminars, and online courses tailored to specific jobfunctions. Continuing Education Employees are encouraged to pursue continuing education opportunities. The company mayprovide financial assistance for approved courses that enhance job-related skills and knowledge,subject to management approval. 10. Workplace Safety Safety Procedures Employees must adhere to all safety procedures to ensure a safe working environment. Specificsafety equipment requirements include the use of personal protective equipment (PPE) such ashelmets, gloves, and safety goggles as applicable to the tasks performed. Employees are requiredto participate in safety training sessions conducted by the company to familiarize themselves withemergency procedures and protocols. Reporting Incidents Any workplace incidents or safety concerns must be reported immediately to a supervisor or the HRdepartment. Employees are requir…
October 15, 2024 at 5:41 AM
angelastockman.bsky.social
It seems that multimodality matters--not only in our classrooms, but in our data team meetings as well. This system has also seen a significant and sustained lift in test performance as well, and much of that is the result of moving toward #PBL and #performancebased assessments as well as #SBG.
Image of scrapbook pages with student work samples and teacher reflections.
December 3, 2024 at 10:26 PM