Accurate region classification Clause Samples

Accurate region classification. Each of the ROIs identified in section 5.3.1 represent a meaningful anatomical structure. We employ a region-based classifier, to distinguish between DCIS and other normal or benign structures in the tissue. For each of the segmented ROIs five different types of texture features were extracted from the gray-scale intensities of the image. Statistics of gray level histogram, statistics calculated from the co-occurrence matrix, uniform local binary patterns for radii one and two, and texture features extracted from filter banks in particular Laplacian of Gaussian (LoG) at five scales, and Gabor filters at four scales and eight orientations. These texture features have shown strong discriminatory power in characterizing histopathology images. In total 256 features were extracted for each ROI. The dataset used in this study originate from 40 H&E stained WSIs of breast tissue sampled from 40 patients. 20 of the WSIs contain DCIS and 20 contain different types of benign abnormality. An expert annotated various regions containing DCIS in abnormal slides. In total, 206 DCIS regions were annotated. We evaluated the performance of our proposed DCIS detection system both at the slide level and in terms of detection and localization of the lesions in the WSI. The dataset was split into two independent subsets for training and testing. Both training and test sets each contain ten DCIS and ten benign abnormality slides. A logistic regression classifier was trained using the features extracted from the annotated data in the training set. All the ROIs in the test set were automatically detected and consequently classified and given a score which is the degree of suspicion that the region is a DCIS. To achieve a slide-based score, the highest scored region in a slide is used as the confidence that the case contains DCIS. At the slide level, all the cases were accurately classified. Free-response receiver operating characteristic (FROC) curve was used to assess CAD performance at the lesion level. The FROC curve is defined as the plot of lesion localization fraction versus the mean number of false positives per image. Table 1 summarizes the DCIS detection (sensitivity) levels at different average number of false positives per WSI. Table 1: Results for the proposed system. Sensitivity is provided at 4 levels of average numbers of false positives per WSI.
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  • New Classification Should a new position or new classification be created within the Bargaining Unit during the term of this Agreement, the Employer and the Union will decide the rate of pay. Nothing herein prevents the Employer from filling such positions and having Nurses working in such positions during such negotiations. The salary when determined will be retroactive to the date on which the successful candidate commenced work in that classification.

  • Job Classification Full-Time and Part-Time (a) When a new classification (which is covered by the terms of this Collective Agreement) is established by the Hospital, the Hospital shall determine the rate of pay for such new classification and notify the Local Union of the same within seven (7) days. If the local challenges the rate, it shall have the right to request a meeting with the Hospital to endeavor to negotiate a mutually satisfactory rate. Such request will be made within ten (10) days after the receipt of notice from the Hospital of such new occupational classification and rate. Any change mutually agreed to resulting from such meeting shall be retroactive to the date that notice of the new rate was given by the Hospital. If the parties are unable to agree, the dispute concerning the new rate may be submitted to arbitration as provided in the Agreement within fifteen (15) days of such meeting. The decision of the Board of Arbitration (or Arbitrator as the case may be) shall be based on the relationship established by comparison with the rates for other classifications in the bargaining unit having regard to the requirements of such classification. (b) When the Hospital makes a substantial change during the term of this agreement in the job content of an existing classification which in reality causes such classification to become a new classification, the Hospital agrees to meet with the Union, to permit the Union to make representation with respect to the appropriate rate of pay. (c) If the matter is not resolved following the meeting with the Union the matter may be referred to arbitration as provided in the Agreement within fifteen (15) days of such meeting. The decision of the Arbitrator shall be based on the relationship established by comparison with the rates for other classifications in the bargaining unit having regard to the requirements of such classifications. (d) The parties further agree that any change mutually agreed to or awarded as a result of arbitration shall be retroactive only to the date that the Union raised the issue with the Hospital.

  • New Classifications If a new classification is created within the bargaining unit, the Employer agrees to meet with the Union and negotiate a rate of pay for this new classification. If the parties cannot reach agreement, at the request of either party, the matter shall be submitted to the arbitration procedure in Article 26 of this Agreement.

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  • New Job Classifications When a new classification (which is covered by the terms of this collective agreement) is established by the Hospital, the Hospital shall determine the rate of pay for such new classification and notify the local Union of the same. If the local Union challenges the rate, it shall have the right to request a meeting with the Hospital to endeavour to negotiate a mutually satisfactory rate. Such request will be made within ten (10) days after the receipt of notice from the Hospital of such new occupational classification and rate. Any change mutually agreed to resulting from such meeting shall be retroactive to the date that notice of the new rate was given by the Hospital. If the parties are unable to agree, the dispute concerning the new rate may be submitted to arbitration as provided in the agreement within fifteen (15) days of such meeting. The decision of the arbitrator (or board of arbitration as the case may be) shall be based on the relationship established by comparison with the rates for other classifications in the bargaining unit having regard to the requirements of such classification. When the Hospital makes a substantial change in the job content of an existing classification which in reality causes such classification to become a new classification, the Hospital agrees to meet with the Union if requested to permit the Union to make representation with respect to the appropriate rate of pay. If the matter is not resolved following the meeting with the Union, the matter may be referred to arbitration as provided in the agreement within fifteen (15) days of such meeting. The decision of the arbitrator (or board of arbitration as the case may be) shall be based on the relationship established by comparison with the rates for other classifications in the bargaining unit having regard to the requirements of such classifications. The parties further agree that any change mutually agreed to or awarded as a result of arbitration shall be retroactive only to the date that the Union raised the issue with the Hospital. The parties further agree that the above process as provided herein shall constitute the process for Pay Equity Maintenance as required by the Pay Equity Act.