netrashetty
Netra Shetty
OCZ Technology is a manufacturer of computer hardware based in San Jose, California, USA. Since entering the memory market in August 2000, OCZ has targeted its products primarily at the computer hardware enthusiast market, first producing performance DDR RAM, Video Cards, USB drives, and various Cooling products. OCZ currently produces Solid State Drives (SSDs), power supplies, and is best known for their watercooled and passively cooled heatpipe RAM lineup, solid state drives, and their power supplies.
OCZ recently began to focus on commercial and enterprise data storage with its SSD business expansion in addition to its memory products. The company produces a range of SSD interfaces including SATA II, PCI-Express, SAS, and USB 3.0 for both client and enterprise applications. The company recently announced the RevoDrive which is a bootable PCI-E drive for the enthusiast market. Also recently announced from the company is a new SSD interface called HSDL which is a new ultra-fast PCIe/SAS hybrid interface, along with corresponding products to implement it.
In the power supply category OCZ also is parent company to PC Power and Cooling which it acquired on May 25, 2007 [1]. PC Power & Cooling continues to operate separately and maintains its own product lines as a division of OCZ and is located in Carlsbad, California.
back to top
Training and Development Programs
To provide support for work-related success, the university offers a broad range of training and development programs. These include courses and seminars, adult education and self-instruction. All campus offerings stress institutional improvement and personal growth and are facilitated by the expertise of the university's faculty and staff. Many programs are scheduled during work hours, while others are held during off-duty hours. Participation requires approval of your supervisor. If interested, you should contact Human Resource Services (Center for Education and Development, University of Missouri Health Care) regarding specific programs and enrollment requirements. (HR 304)
back to top
Educational Assistance Program
The university provides you with the opportunity to enroll in courses for credit at a reduced rate. After six months of continuous service, regular employees (except staff on unpaid leave of absence, students or staff in positions considered to be student employment) may enroll in up to six credit hours of college level credit courses each semester and three credit hours during the summer session or intersession. Employees on regular, ninemonth appointments may enroll for not more than the maximum number of hours allowable by that campus during the summer session, if they do not hold an appointment for the summer.
When you enroll for credit courses through this program, you pay only 25 percent of the Educational Fee and Supplemental Fee. No Educational Fee or Supplemental Fee is charged if you audit courses (except through the Center for Independent Study and MU Direct Continuing and Distance Learning) and do not take them for academic credit. All other fees are charged at the normal rate.
Before you can benefit from the Educational Assistance Program, you must file an application to enroll with the director of admissions and registrar, meet student admission requirements and remain an employee through the end of the course. Participation in the program is contingent on supervisory approval, workload, scheduling and other departmental considerations. (HR 303)
back to top
Educational Fee Reduction for Spouses and Dependents
The university provides a 50 percent reduction of Educational Fees for youreligible spouse and/or dependent child(ren) for up to 140 hours of University of Missouri college credit courses each. For all undergraduate, graduate and professional courses, the reduction is based on the Educational Fee charged to a resident student enrolled in undergraduate courses.
To qualify, you must be employed as a benefit-eligible employee with five years of continuous full-time service immediately prior to the first day of the semester in which the student is enrolled. Activity fees, books and other expenses are the responsibility of the student. Your spouse and/or dependent child(ren) must meet all student admission requirements. You must submit the authorization for Educational Fee Reduction for Spouses and Dependents and any requested documentation of eligibility to your campus Human Resource Services office. (HR 309)
back to top
Benefits
The university offers an array of benefit programs designed to meet a variety of employee needs. Enrollment in these programs is available to regular employees. The programs include: a pension plan, a supplemental retirement plan, medical plans, a dental plan, group term life insurance, supplemental term and group universal life insurance, dependent life insurance, accidental death and dismemberment insurance, long-term disability plan, long-term care insurance, a tax deferred annuity program, deferred compensation plan, vision benefits plan, commuter benefit program and a flexible spending account program.
Employees have 30 days from the date they become eligible for benefits to enroll for coverage in certain programs. Subsequently, enrollment changesare only allowed during the annual enrollment change period or in the case of a qualified family status change.
Detailed information regarding the specific benefit options availablecan be found in the Faculty and Staff Benefits Handbook at http://www. umsystem.edu/ums/departments/hr/benefits or obtained by contacting Human Resource Services or faculty and staff benefits representatives. New employees should contact Human Resource Services or faculty and staff benefits for detailed information.
back to top
Staff Recognition and Awards
The University of Missouri, in appreciation of service, recognizes employees by the presentation of service awards to regular employees after every five years of continuous service up to 45 years. Each campus has unique staff recognition and award programs, including programs such as service awards, special recognition awards, employee of the month and staff recognition week.
Compensation
Salary & Compensation include information about base salary, signing and year-end bonuses, stock options, vacation time, and other special perks and reimbursements that make up total compensation at Nike.Depending on who's crunching the latest numbers, studies suggest that America's most elite corporate executives earn as much as 200 times more money than their company's median workers. Yet in the idyllic, sedate setting of Portland's suburbs, all signs hint that when it comes to salary and bonuses, Inc. runs a comparatively frugal operation.
refers to its executive compensation game plan as "conservative...compared to salary levels for equivalent executive positions at other global consumer product companies." Highly qualified executives are instead retained by what the company calls the "incentive components" of payday. stock performance awards and savings plan contributions help boost the executives pay by another $70,000 to $700,000 each year. Another benefit of the humble pay scale is a public relations shield for Nike, which is still frequently attacked for its overseas labor practices--where Indonesian workers contracted to make shoes start out making $2 to $3 per day.
Countless stock incentive plans, compensation packages and back-boardroom perks make comparisons with other companies difficult. But if anything, the salary and bonus listings are a symbolic place to start.
Identification and assessment of compliance indicators that are confirmed
through sample case reviews
Assessment of agency policies and practices and their impact on policy
compliance
• HR Organizational Assessment
Assessment of organizational structure
Assessment of communication/operational strengths and gaps
Identification and acknowledgment of policies or practices that strengthen
the program
Recommendations for quality improvement
• Employee Relations
Sample employee interviews to obtain feedback on agency pay practices
Assessment of employees’ understanding of compensation
practices/services
Information that provides insight into employee or supervisory training
needs
• Results
Assessment of turnover trends (external) and internal activity data
(transfers, promotions, etc.)
Assessment of costs of pay actions (base adjustments and rewards)
Assessment of other agency indicators as needed (e.g., manager training
participation rates)
• Records Management
Assessment of adequacy of appropriate records of all agency pay actions.
OCZ recently began to focus on commercial and enterprise data storage with its SSD business expansion in addition to its memory products. The company produces a range of SSD interfaces including SATA II, PCI-Express, SAS, and USB 3.0 for both client and enterprise applications. The company recently announced the RevoDrive which is a bootable PCI-E drive for the enthusiast market. Also recently announced from the company is a new SSD interface called HSDL which is a new ultra-fast PCIe/SAS hybrid interface, along with corresponding products to implement it.
In the power supply category OCZ also is parent company to PC Power and Cooling which it acquired on May 25, 2007 [1]. PC Power & Cooling continues to operate separately and maintains its own product lines as a division of OCZ and is located in Carlsbad, California.
back to top
Training and Development Programs
To provide support for work-related success, the university offers a broad range of training and development programs. These include courses and seminars, adult education and self-instruction. All campus offerings stress institutional improvement and personal growth and are facilitated by the expertise of the university's faculty and staff. Many programs are scheduled during work hours, while others are held during off-duty hours. Participation requires approval of your supervisor. If interested, you should contact Human Resource Services (Center for Education and Development, University of Missouri Health Care) regarding specific programs and enrollment requirements. (HR 304)
back to top
Educational Assistance Program
The university provides you with the opportunity to enroll in courses for credit at a reduced rate. After six months of continuous service, regular employees (except staff on unpaid leave of absence, students or staff in positions considered to be student employment) may enroll in up to six credit hours of college level credit courses each semester and three credit hours during the summer session or intersession. Employees on regular, ninemonth appointments may enroll for not more than the maximum number of hours allowable by that campus during the summer session, if they do not hold an appointment for the summer.
When you enroll for credit courses through this program, you pay only 25 percent of the Educational Fee and Supplemental Fee. No Educational Fee or Supplemental Fee is charged if you audit courses (except through the Center for Independent Study and MU Direct Continuing and Distance Learning) and do not take them for academic credit. All other fees are charged at the normal rate.
Before you can benefit from the Educational Assistance Program, you must file an application to enroll with the director of admissions and registrar, meet student admission requirements and remain an employee through the end of the course. Participation in the program is contingent on supervisory approval, workload, scheduling and other departmental considerations. (HR 303)
back to top
Educational Fee Reduction for Spouses and Dependents
The university provides a 50 percent reduction of Educational Fees for youreligible spouse and/or dependent child(ren) for up to 140 hours of University of Missouri college credit courses each. For all undergraduate, graduate and professional courses, the reduction is based on the Educational Fee charged to a resident student enrolled in undergraduate courses.
To qualify, you must be employed as a benefit-eligible employee with five years of continuous full-time service immediately prior to the first day of the semester in which the student is enrolled. Activity fees, books and other expenses are the responsibility of the student. Your spouse and/or dependent child(ren) must meet all student admission requirements. You must submit the authorization for Educational Fee Reduction for Spouses and Dependents and any requested documentation of eligibility to your campus Human Resource Services office. (HR 309)
back to top
Benefits
The university offers an array of benefit programs designed to meet a variety of employee needs. Enrollment in these programs is available to regular employees. The programs include: a pension plan, a supplemental retirement plan, medical plans, a dental plan, group term life insurance, supplemental term and group universal life insurance, dependent life insurance, accidental death and dismemberment insurance, long-term disability plan, long-term care insurance, a tax deferred annuity program, deferred compensation plan, vision benefits plan, commuter benefit program and a flexible spending account program.
Employees have 30 days from the date they become eligible for benefits to enroll for coverage in certain programs. Subsequently, enrollment changesare only allowed during the annual enrollment change period or in the case of a qualified family status change.
Detailed information regarding the specific benefit options availablecan be found in the Faculty and Staff Benefits Handbook at http://www. umsystem.edu/ums/departments/hr/benefits or obtained by contacting Human Resource Services or faculty and staff benefits representatives. New employees should contact Human Resource Services or faculty and staff benefits for detailed information.
back to top
Staff Recognition and Awards
The University of Missouri, in appreciation of service, recognizes employees by the presentation of service awards to regular employees after every five years of continuous service up to 45 years. Each campus has unique staff recognition and award programs, including programs such as service awards, special recognition awards, employee of the month and staff recognition week.
Compensation
Salary & Compensation include information about base salary, signing and year-end bonuses, stock options, vacation time, and other special perks and reimbursements that make up total compensation at Nike.Depending on who's crunching the latest numbers, studies suggest that America's most elite corporate executives earn as much as 200 times more money than their company's median workers. Yet in the idyllic, sedate setting of Portland's suburbs, all signs hint that when it comes to salary and bonuses, Inc. runs a comparatively frugal operation.
refers to its executive compensation game plan as "conservative...compared to salary levels for equivalent executive positions at other global consumer product companies." Highly qualified executives are instead retained by what the company calls the "incentive components" of payday. stock performance awards and savings plan contributions help boost the executives pay by another $70,000 to $700,000 each year. Another benefit of the humble pay scale is a public relations shield for Nike, which is still frequently attacked for its overseas labor practices--where Indonesian workers contracted to make shoes start out making $2 to $3 per day.
Countless stock incentive plans, compensation packages and back-boardroom perks make comparisons with other companies difficult. But if anything, the salary and bonus listings are a symbolic place to start.
Identification and assessment of compliance indicators that are confirmed
through sample case reviews
Assessment of agency policies and practices and their impact on policy
compliance
• HR Organizational Assessment
Assessment of organizational structure
Assessment of communication/operational strengths and gaps
Identification and acknowledgment of policies or practices that strengthen
the program
Recommendations for quality improvement
• Employee Relations
Sample employee interviews to obtain feedback on agency pay practices
Assessment of employees’ understanding of compensation
practices/services
Information that provides insight into employee or supervisory training
needs
• Results
Assessment of turnover trends (external) and internal activity data
(transfers, promotions, etc.)
Assessment of costs of pay actions (base adjustments and rewards)
Assessment of other agency indicators as needed (e.g., manager training
participation rates)
• Records Management
Assessment of adequacy of appropriate records of all agency pay actions.
Last edited: