Statistical Procedure Clause Samples

Statistical Procedure. 3.1.1. For the CO2 emissions and electric energy consumption from the 4 phases of a WLTP test: For the total number of N tests and the measurement results of the tested vehicles, x1, x2 «N, th[e average Xtests and the standard deviation s shall be determined: ܺ ൌ ሺ୶భା୶మା୶యାڮା୶ొሻ ௧௘௦௧௦ ୒ and ሺݔଵെܺ ሻଶ൅ሺݔ െܺ ሻଶ൅ Ǥ൅ሺݔ െܺ ሻଶ ௧௘௦௧௦ ே ௧௘௦௧௦ 3.1.2. For fuel efficiency and electric energy consumption from the first 3 phases of a WLTP test: For the total number of N tests and the measurement results of the tested vehicles, x1, x2 «N, th[e average Xtests DQG WKH VWDQGDUG GHYLDWLRQ determined: ܺ ൌ ሺ୶భା୶మା୶యାڮା୶ొሻ ௧௘௦௧௦ ୒ and ሺݔଵെܺ ሻଶ൅ሺݔ െܺ ሻଶ൅ Ǥ൅ሺݔ െܺ ሻଶ ௧௘௦௧௦ ଶ ௧௘௦௧௦ ܰ ே ௧௘௦௧௦
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Statistical Procedure. We estimate the effect of spousal retirement on individual health using a standard fixed effects regression, with Yit = β Xit + vt + ui + εit , where Yit is a dependent variable of interest, measured with Mobility index, ADL index, CESD score, and self-accessed health outcomes, representing the health condition of respondents in wave i at time t; Xit represents the independent variables; vt represents time fixed effects; ui represents personal fixed effects and εit represents the residual. The previous model estimates the association between spouses being fully retired and health outcomes of respondents. However, the association could be interpreted in the opposite direction of the intended topic of the current study – namely poor health conditions of the respondents might affect spouses’ retirement decisions. Intuitively if the respondent is in poor health condition, his or her spouse may decide to work longer for the additional income or the spouse may choose to retire earlier to have more time to take care of the respondent. In fact, several studies focusing on retirees’ health conditions have found that poor health – both physical health problems and psychiatric disorders - motivates individuals to retire earlier (▇▇▇▇▇ & ▇▇▇▇▇▇▇▇, 1999; ▇▇▇▇▇▇▇, 2014; Ettner et al. 1997). Moreover, ▇▇▇▇▇▇▇ and ▇▇▇▇▇▇▇▇▇ (2001), analyzing the patterns of joint labor supply behavior, found that both men and women were less likely to retire if their spouses appeared to have left the labor force because of health problems. To address this reverse causality issue, we drop respondents who report being diagnosed with one of the following illnesses prior to their spouses’ retirement: high blood pressure, diabetes, cancer, chronic lung disease, heart disease, stroke, arthritis, and psychiatric problems before their spouses retired are excluded from the sample. This reduces the sample to 67,741 person-wave observations after excluding these respondents. The means of both personal and panel variables in this subsample are presented in Table 4 and Table 5. The change in the financial structure after retirement obviously would have different impact on families with different levels of income. Hence in the previous models, total household income is used as a control variable, which means that it is kept constant when analyzing the effect of spouses’ retirement on respondents’ health outcomes. Nevertheless, as mentioned in the introduction section above, changes in household income ...
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Statistical Procedure 
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Related to Statistical Procedure

  • Statistical Data The statistical, industry-related and market-related data included in the Registration Statement, the Sale Preliminary Prospectus, and/or the Prospectus are based on or derived from sources that the Company reasonably and in good faith believes are reliable and accurate, and such data materially agree with the sources from which they are derived.

  • Statistical Sampling Documentation a. A copy of the printout of the random numbers generated by the “Random Numbers” function of the statistical sampling software used by the IRO.‌ b. A description or identification of the statistical sampling software package used by the IRO.‌

  • Statistical Information Any third-party statistical and market-related data included in the Registration Statement, the Time of Sale Disclosure Package and the Prospectus are based on or derived from sources that the Company believes to be reliable and accurate in all material respects.

  • Statistical, Demographic or Market-Related Data All statistical, demographic or market-related data included in the Registration Statement, the Disclosure Package or the Prospectus are based on or derived from sources that the Company believes to be reliable and accurate and all such data included in the Registration Statement, the Disclosure Package or the Prospectus accurately reflects the materials upon which it is based or from which it was derived.

  • Evaluation Procedure 6.1.1 The established evaluation form is to be prepared by the immediate supervisor under whom the bargaining unit member has served for sixty (60) working days or more. (See evaluation form attached as Appendix B.) The immediate supervisor is to present a draft of an evaluation report to the bargaining unit member in private and discuss the report with the bargaining unit member being evaluated. The evaluation shall be based upon direct observation by the immediate supervisor or verified facts. Evaluation reports reflecting “Needs Improvement” or “Does not meet standards” ratings shall include statements of deficiencies and recommendations for improvements, in writing, by the evaluator. The signature by the bargaining unit member does not indicate the employee’s agreement with the ratings; it indicates that the employee has received a copy. 6.1.1.1 Permanent employees shall be evaluated annually. 6.1.1.2 Probationary employees shall be evaluated at least once during the probationary period, prior to the end of the fourth month. 6.1.2 Evaluation reports reflecting “Needs Improvement” or “Does Not Meet Standards” ratings shall be placed in the bargaining unit member’s personnel file only after written notification by the supervisor that the bargaining unit member has been given an opportunity to prepare a written response to such evaluation. Prior to evaluation reports reflecting any “Needs Improvement” or “Does Not Meet Standards” ratings the evaluator is encouraged to implement a Performance Improvement Plan. (See Performance Improvement Plan form attached as Appendix C.) 6.1.3 A bargaining unit member has the right to attach a response to the employee’s evaluation provided that such written response is submitted to the employee's supervisor within fifteen (15) days of the employee's receipt of the evaluation. Any timely received response shall be attached to, and become a permanent part of, the employee's evaluation. 6.1.4 Evaluatees may, within ten (10) working days, present the employee’s objections to the evaluation decision to the Director Personnel Services. Grounds for the objections shall be based on one or more of the following: (1) the evaluation was not based on fact; (2) the evaluation was based on discriminatory standards; (3) the evaluation was not conducted in conformance with this Article. Within ten (10) working days of receipt of such objection the Director Personnel Services shall hear the objections and render a decision whether to uphold the evaluation or rescind the evaluation. 6.1.5 The bargaining unit member's supervisor may, at any time, prepare a notice of commendation. The completed form is to be signed by the bargaining unit member to indicate receipt and the bargaining unit member shall be given a signed copy. The original notice is to be forwarded to the Personnel Services Office for filing. 6.1.6 Contents of evaluations are not subject to the grievance procedure of this Agreement, Article VII, but procedural violations are subject to the grievance procedure. 6.1.7 The probation period shall be defined as the initial six (6) month employment period. 6.1.8 In the event a permanent bargaining unit member is hired for a new position, and is subsequently released from probation under section 6.1.7, the employee will be returned to the employee’s previous classification. 6.1.9 The District, CSEA and the bargaining unit member may mutually agree to extend the probationary period of a bargaining unit member on an individual basis provided the extension is no longer than four (4) months.