DOCSLIB.ORG

People's Needs Defining Change

Total Page：16

File Type：pdf, Size：1020Kb

Download full-text PDF Read full-text

Load more

People’s [w:/]+[.][w%-/]+ Needs Defining Change HEALTH SERVICES CHANGE GUIDE Source and Referencing Accessing the Change Guide and Additional Supports People’s Needs Defining Change – Health Services Change Guide has been The Health Services Change Guide is available to use online developed following a detailed consultation process and written by Caitríona or to download at www.hse.ie/changeguide. Heslin and Anne Ryan, Organisation Development and Design, Health Service The Additional Resources in Appendix A signposts users of the Executive (HSE), Kells, Co Meath. It represents the second edition of Improving Change Guide to other helpful supports in the system. It will be Our Services: A Users’ Guide to Managing Change in the Health Service updated periodically and can be accessed at www.hse.ie/changeguide. Executive (2008). The following symbol indicates that other helpful information is available in Additional Resources. Material from this Change Guide should be referenced as: Health Service Executive – Human Resources Division – Organisation The Change Hub (www.hseland.ie) provides access to all of the Development and Design (2018). People’s Needs Defining Change – Health documentation, templates, tools and methodologies referenced. Services Change Guide. Kells, Co Meath, Ireland: Health Service Executive. Bibliography references in the document are noted as follows: Acknowledging sources [number] and relate to literature reviewed by the authors available at www.hse.ie/changeguide. In developing the Health Services Change Guide we have gathered and adapted information and knowledge on change from many sources. We always seek to This work is also supported by a literature review completed by do this in a way that respects the work of other people and acknowledges the the Centre for Health Policy and Management, Trinity College Dublin: source of the content. If you feel that we have not adhered to this principle, Understanding Change in Complex Health Systems – a review of the please contact us. We will either modify the content or remove the item. literature on change management in health and social care 2007-2017 available at www.hse.ie/changeguide. Data Protection Further information and feedback In gathering data, particularly regarding service users, citizens, communities We are always open to feedback to help us continually improve the and staff, please ensure that you adhere to the requirements of the relevant guidance and resources available. If you would like to contact us for legislation. This includes the Data Protection Acts 1998-2003 and the General further information or with feedback and comments, please email us Data Protection Regulation 2018. at [email protected]. © Health Service Executive 2018 ISBN: 978-1-78602-081-9 People’s Needs Defining Change Health Services Change Guide Contents i Contents Click to navigate Building Capacity for People Section 1: People and Culture Change Platform 8 and Culture Change viii 1.1 Understanding Organisational Culture 9 Maintaining Commitment to Engagement and Consultation ix 1.1.1 Organisational culture and subcultures 9 1.1.2 Addressing cultural change 10 Preface xi 1.2 People and Culture – the Change Priorities 10 Development Process xi 1.2.1 Practice collective leadership 11 Acknowledgements xii 1.2.2 Model shared values 14 1.2.3 Engage and communicate 17 1.2.4 Understand personal experiences 20 Introduction and Context 1 1.2.5 Support behaviour change 23 1.2.6 Invest in people and teams 25 Key Drivers for Change 2 1.2.7 Network and partner 27 Why is a Health Services Change Framework Needed? 3 1.2.8 Use evidence and lever technology 30 1.2.9 Deliver public value and be accountable 33 Health Services Change Framework 6 Contents Restart this Section Additional Resources People’s Needs Defining Change Health Services Change Guide ii Contents Click to navigate Section 2: People’s Needs Defining Change 37 Section 3: Define 50 2.1 Working with Service Users, Families, Citizens, 3.1 Identify Shared Purpose 52 Communities and Staff 38 3.1.1 Identify need 52 3.1.2 Examine divers for change 54 2.2 Develop Engagement Process 40 2.2.1 Identify and map people connections 41 3.2 Understand Current Services 55 2.2.2 Understand key stakeholders 42 3.2.1 Describe the current situation 55 2.2.3 Tailor engagement to key groups 44 3.2.2 Mobilise people and culture 57 2.2.4 Plan and engage with a purpose 48 3.2.3 Understand prevailing culture and values 57 2.2.5 Develop and sustain engagement and communication 49 3.2.4 Assess readiness and capacity for change 58 3.2.5 Assess and build energy for change 59 3.2.6 Identify levers for change 61 3.3 Agree Better Outcomes 62 3.3.1 Co-design the ‘vision’ for the future 62 3.3.2 Agree change outcomes and objectives 64 3.4 Measure for Success 65 3.4.1 Design measurement plan 65 3.5 Make Case for Change 68 3.5.1 Agree governance and mandate 68 3.5.2 Establish change management team 69 3.5.3 Identify resource requirements 70 3.5.4 Communicate the Business Case 70 Contents Restart this Section Additional Resources People’s Needs Defining Change Health Services Change Guide iii Contents Click to navigate Section 4: Design 71 Section 5: Deliver 86 4.1 Agree to Co-Design 73 5.1 Implement Actions 88 4.1.1 Agree service design principles 73 5.1.1 Energise collective leadership and governance 88 4.1.2 Address enablers of co-design 76 5.1.2 Scale-up engagement and communication 91 4.2 Design Service Operational Model 76 5.2 Support Implementation 92 4.2.1 Confirm user need 76 5.2.1 Intensify individual and team supports 92 4.2.2 Design service choices and options 77 5.2.2 Prioritise inter-team/service and inter-agency working 93 4.2.3 Determine the detail of the Service Operational Model 80 5.2.3 Sustain engagement with services users, citizens and other key partners 93 4.3 Test and Refine 80 5.3 Measure Progress 93 4.3.1 Test change in practice 80 4.3.2 Undertake gap analysis 81 5.3.1 Adapt to emerging needs and take corrective action 95 4.3.3 Assess impact and interdependency 81 5.4 Celebrate Success 96 4.4 Agree Action Plan 82 5.4.1 Acknowledge increased change capacity 96 4.4.1 Consolidate key changes actions and measures 82 5.4.2 Mark key milestones 96 4.4.2 Identify risks and dependencies 82 5.5 Sustain Improvement 96 4.4.3 Identify enabling and sustaining actions 84 4.4.4 Identify impact for resources 84 5.5.1 Evaluate and share learning 98 4.4.5 Clarify responsibility for actions and timeframes 85 5.5.2 Scale-up innovations 98 4.5 Communicate Action Plan 85 Contents Restart this Section Additional Resources People’s Needs Defining Change Health Services Change Guide iv Contents Click to navigate Section 6: Essential Templates 101 6.3 Essential Templates – Design 145 Template 6.3.1: Service Design – Option Generation 6.1 Essential Templates – Working with service users, and Appraisal 146 families, citizens, communities and staff 102 Template 6.3.2: Detailed Design of the Service Template 6.1.1: Influence – Interest Mapping Grid 103 Operational Model 151 Template 6.1.2: Guidance on Stakeholder Mapping and Analysis 105 Template 6.3.3: Service Design – Gap and Impact Analysis 161 Template 6.1.3: Guidance to Develop Engagement Template 6.3.4: Action Plan 172 and Communication Plan 107 6.4 Essential Templates – Deliver 174 6.2 Essential Templates – Define 109 Template 6.4.1: Factors to Monitor During Implementation 175 Template 6.2.1: SWOT Analysis (Strengths, Weaknesses, Template 6.4.2: Personal Checklist for Change 181 Opportunities and Threats/Challenges) 110 Template 6.4.3: Working with Emotional Reactions to Change 182 Template 6.2.2: Context for Change – Why What How Method 112 Template 6.4.4: People Indicators to Support Behaviour Change 186 Template 6.2.3: Description of the Current Situation (Service Operational Model) 113 Appendices* Template 6.2.4: Guidance on Defining your Personal Values 122 Appendix A: Additional Resources 190 Template 6.2.5: Cultural Web Exercise 123 Appendix B: Development Process 277 Template 6.2.6: Personal Readiness for Change 126 Appendix C: Stakeholder Engagement 279 Template 6.2.7: Team Diagnostic 127 Template 6.2.8: People and Culture Change Platform – Glossary of Terms and Definitions* 291 Readiness Factors 130 Abbreviations* 301 Template 6.2.9: Developing a Vision for the Future 134 Template 6.2.10: Clarifying Measures 136 Bibliography* 303 Template 6.2.11: Project Initiation Document (PID) 138 * Note: electronic version of above documents is available at: www.hse.ie/changeguide Contents Restart this Section Additional Resources People’s Needs Defining Change Health Services Change Guide v Health Services Safer Better Healthcare, Change Framework FUTURE and Staff & Public Value VISION CHANGE OUTCOMES Click diagram to navigate DELIVER ã ã DESIGN C H S A N ãT I E DEFINEG E A C T I V I Practice Collective Leadership Engage & People’s Communicate Needs Defining Model Shared Values Understand Change Personal Experiences Service Users, Families, Citizens, Communities & Staff Use Support Evidence Behaviour & Lever Change Be Technology Accountable for Invest in Performance People & Teams Network & Partner CURRENT SITUATION PEOPLE & CULTURE CHANGE PLATFORM © People’s Needs Defining Change – Health Services Change Guide vi People’s Needs Defining Change People’s Needs Defining Change – Health Services Change Guide People’s Needs Defining Change – Health Services Change Guide presents the overarching Change Framework that connects and enables a whole system approach to delivering change across the system.
Recommended publications
  • A Labour History of Irish Film and Television Drama Production 1958-2016

    A Labour History of Irish Film and Television Drama Production 1958-2016

    A Labour History of Irish Film and Television Drama Production 1958-2016 Denis Murphy, B.A. (Hons), M.A. (Hons) This thesis is submitted for the award of PhD January 2017 School of Communications Faculty of Humanities and Social Sciences Dublin City University Supervisor: Dr. Roddy Flynn I hereby certify that this material, which I now submit for assessment on the programme of study leading to the award of PhD, is entirely my own work, and that I have exercised reasonable care to ensure that the work is original, and does not to the best of my knowledge breach any law of copyright, and has not been taken from the work of others save and to the extent that such work has been cited and acknowledged within the text of my work. Signed: ___________________________________ (Candidate) ID No.: 81407637 Date: _______________ 2 Table of Contents Introduction ....................................................................................................................................... 12 The research problem ................................................................................................................................. 14 Local history, local Hollywood? ............................................................................................................... 16 Methodology and data sources ................................................................................................................ 18 Outline of chapters .......................................................................................................................................
  • Language and Ethnic Identity in a Multi-Ethnc High School in Wales

    Language and Ethnic Identity in a Multi-Ethnc High School in Wales

    LANGUAGE AND ETHNIC IDENTITY IN A MULTI- ETHNC HIGH SCHOOL IN WALES A case study A thesis submitted in fulfilment of the requirements for the degree of Doctor of Philosophy School of Social Sciences Cardiff University Author: Hayat Graoui July 2019 Acknowledgements All praise be to Allah whose providence blessed my steps throughout this research project from start to finish, and peace and blessings be upon Mohammed, his last messenger. Words have very often failed me throughout the process of writing this thesis, but they seem even harder to find when trying to acknowledge the kind contribution of people whose support shored up my research journey and helped to bring this project to light. Thank you mum and dad! Every letter and breath in this work was graced with the belief you always had in me. You both are hardly able to read or write, but knew very well how to teach me the value of education and the power of words. Mum, I’m sorry I could only cry and pray when your disease came by, I love you and miss you every day, and I’m so sorry we never had a proper goodbye when I left that day. May you live longer dad, even if all you could recall of now me is taking me to school holding my hand. I wish you could understand that I am doing well and hope that I have made you both proud. I am deeply grateful to my supervisors, Dr Raya Jones and Dr Dawn Mannay, for helping me identify my skills and for consistently increasing my potential to grasp difficult ideas.
  • CSJ Report: Now Is the Time(Link Is External)

    CSJ Report: Now Is the Time(Link Is External)

    NOW IS THE TIME A report by the CSJ Disability Commission March 2021 Now is the Time: A report by the CSJ Disability Commission © The Centre for Social Justice, 2021 Published by the Centre for Social Justice, Kings Buildings, 16 Smith Square, Westminster, SW1P 3HQ www.centreforsocialjustice.org.uk @CSJthinktank designbysoapbox.com contents Contents About the Centre for Social Justice 3 Acknowledgements 4 The Commission 5 Foreword 9 Executive summary 10 Key recommendations 15 Scope of the report 17 1 State of the nation 18 1 Why we must act now 20 2 The current situation 28 2 Employment 44 Summary of recommendations 46 Introduction 52 Part 1: The Supply Side: supporting disabled people into work 53 1 Supporting more disabled people onto apprenticeships 54 2 Rolling out supported employment services 59 3 Supported internships 65 Part 2: The Demand Side: forging inclusive working environments 71 4 Disseminating best practice to employers 75 5 Improving the legal provisions for flexible working, unions and Statutory Sick Pay 79 6 Improving the Access to Work scheme 85 7 Introducing mandatory workforce reporting 94 8 Introducing pay gap reporting 99 9 Reforming Disability Confident 101 10 Leveraging government procurement expenditure 108 11 Fixing national level disability employment reporting 113 3 Education 118 Summary of recommendations 120 Introduction 123 Part 1: Creating inclusive school environments 124 1 Creating inclusive physical and digital environments in schools 125 2 Increasing the number of disabled teachers in schools and in
  • 45Th Annual Convention Diocese of Southwest Florida

    45Th Annual Convention Diocese of Southwest Florida

    45th ANNUAL CONVENTION DIOCESE of SOUTHWEST FLORIDA INSIDE: SPEAKERS, MINISTRY REPORTS, ELECTIONS, 2014 BUDGET 2013 Diocesan Convention Friday, October 18 to Saturday, October 19 Punta Gorda, Florida 2013 Convention Highlights Special Guest on 45th Anniversary The Episcopal Diocese of Southwest Florida This is a special one for us: our 45th annual convention. It was in 1969 that the Diocese of South Florida was divided The Rt. Rev. Dabney T. Smith, Bishop into what we know today as the dioceses of Southwest Florida; Central Florida; and Southeast Florida. On October 16, 1969, the first convention of the Diocese of Southwest Florida was held at the Bath Club in North Redington Beach, and the Rev. William Loftin Hargrave was elected our September 2013 first bishop. It’s fitting, therefore, that our special guest for this anniversary 8005 25th St. East Dear Diocese of Southwest Florida, convention weekend is the Presiding Bishop of the Episcopal What’s Inside Parrish, FL 34219 Church, The Most Rev. Dr. Katharine Jefferts Schori. We are Welcome to the 45th Annual Convention of the Diocese of Southwest Florida. This year, our always happy to welcome a fellow Floridian home: Bishop Phone: (941) 556-0315 theme is Christ is Made the Sure Foundation; the words, of course, taken from that beloved Hynn In Florida: (800) 992-7699 Katharine is a native of Pensacola. You’ll have a chance on Friday Voting procedures ......................... 8 Number 518. The theme is a reminder that no matter what the task, no matter what the difficulty, Fax: (941) 556-0321 afternoon to ask questions of her and hear from her about what’s Agenda ..........................................
  • Congress Report 2011 Congress

    Congress Report 2011 Congress

    Congress Report 2011 Congress Report 2011 The 143rd annual Trades Union Congress 12-14 September, London Page General Council members 2011 - 2012................................................ 4 Section 1 - Congress decisions............................................................. 7 Section 2 - Verbatim report of Congress proceedings....................... ...29 Day 1 Monday 12 September................................................................................................ 30 Day 2 Tuesday 13 September.................................................................................. 67 Day 3 Wednesday 14 September........................................................................................ 109 Section 3 - Unions and their delegates......................................................... 131 Section 4 - Details of past Congresses.......................................................... 137 Section 5 - Members of the General Council 1921 - 2011.................. 140 Index of speakers.............................................................................................. ....146 General Council Members 2011 - 2012 Bob Abberley UNISON Jonathan Baume FDA Sheila Bearcroft MBE GMB Christine Blower National Union of Teachers Mary Bousted Association of Teachers and Lecturers Joanna Brown Society of Chiropodists and Podiatrists Tony Burke Unite Jane Carolan UNISON Gail Cartmail Unite Brian Cookson NASUWT Bob Crow National Union of Rail Maritime and Transport Workers Mark Dickinson Nautilus International Maria
  • Prisons Without Walls: Prison Camps and Penal Change In

    Prisons Without Walls: Prison Camps and Penal Change In

    CHAPTER ONE Prison Camps in Australia and the Historiography of Penal Change On 31 October 1913, in the scrubby coastal sand dunes near Tuncurry, on the north coast of New South Wales, five men made camp for the night. At the place they stopped stood a hut in which one of them would sleep; the others pitched tents. They had come from Goulburn, via Taree, and the journey had taken two days. Their bodies would have welcomed the rest. They had lugged a great deal of equipment with them over the dunes, four kilometres from the road—tools, building materials, kitchen utensils, clothes, bedding, as well as a large quantity of food, with just one horse and cart. Sleep, however, may have taken some time to come to them, tired as they were, for they knew that the next day was the beginning of something new, and that much hinged on how they conducted themselves here.1 Different events had led each man to this point. Those in the tents were convicted criminals; the man in the hut their guard. Percy Whirls was a thief; Arthur Pratt a forger; Frederick Harris a burglar; and Thomas Griffin was an embezzler. They were all over twenty-five years old and none had any previous convictions. Their keeper was Charles McArthur. A few days earlier, the 1200 hectares of land around the campsite had been proclaimed the Prisoners Afforestation Camp, Tuncurry. They were there to build a forest.2 The tents were in time replaced by huts, built by the men themselves. Once they had finished their unwalled prison, they were to set to work on the dunes establishing the state’s first pine plantation.
  • The Politics of Economic Realignment, Ireland 1948-1964

    The Politics of Economic Realignment, Ireland 1948-1964

    THE POLITICS OF ECONOMIC REALIGNMENT, IRELAND 1948-1964 GARY MURPHY MA Dissertation submitted for the degree of Ph.D. under the supervision of Professor Eunan O’Halpin, Dublin City University Business School Dublin City University September 1996 I hereby certify that this material, which I now submit for assessment on the programme of study leading to the award of Ph.D. is entirely my own work and has not been taken from the work of others save and to the extent that such work has been cited and acknowledged within the text of my work. Signed: ID No.: 92701558 Date: < ? /< //9 £ Contents Page Abstract ii Acknowledgements iii Abbreviations iv Introduction v Chapter One: Financial Ideology and The Political Economy of Ireland 1948-1953 1 Chapter Two: Changes in the Political Economy 1954-1963 55 Chapter Three: The Evolution of Trade Union Influence in the Economic Policy Process 1948-1964 120 Chapter Four: State-Farmer Relations 1948-1964 156 Chapter Five: Ireland and a Wider Europe: The EFTA Negotiations 1957-1961 199 Chapter Six: The Final Move Towards Economic Interdependence: The EEC negotiations 1961-1964 247 Conclusion 285 Note on primary sources 293 Notes 299 Bibliography 349 ABSTRACT The politics of economic realignment, Ireland 1948-1964 This dissertation analyses the transformation of Irish economic policy formulation from the formation of the first inter-party government in 1948 to the breakdown of Ireland’s application to join the EEC in 1963 and its immediate consequences. Based on extensive research in departmental files, and the personal papers of politicians and other policy players, and interviews with officials, businessmen and others who were active during the period, the study has a dual approach.
  • Constitution and Standing Orders Constitution of the Irish Congress of Trade Unions Introduction

    Constitution and Standing Orders Constitution of the Irish Congress of Trade Unions Introduction

    CONSTITUTION AND STANDING ORDERS CONSTITUTION OF THE IRISH CONGRESS OF TRADE UNIONS INTRODUCTION The draft of the Constitution of the Irish Congress of Trade Unions was approved by the Committee of the Provisional United Trade Union Organisation on 28 July 1958 and subsequently by the Central Council of the Congress of Irish Unions (founded 1945) and the National Executive of the Irish Trade Union Congress (founded 1894). The Constitution was approved by Special Delegate Conferences of the CIU and the ITUC on 10 February 1959. On 11 February 1959, the Provisional United Trade Union Organisation was dissolved and the Irish Congress of Trade Unions established. Apart from amendments varying affiliation fees, amendments were made by Delegate Conferences to the Constitution as follows: Section I . Name and Membership (1982, 2004) Section II . Objects (1973, 1995, 2003) Section III . Functions (1995) Section IV . Annual and Special Delegate Conferences (1961, 1982, 1989, 1990, 1991, 1993, 1995, 1997, 1999, 2001) Section V. Finance (1966, 1982, 1997, 1999, 2001, 2003) Section VI. Executive Council (1960, 1964, 1966, 1970, 1971, 1972, 1981, 1982, 1983, 1984, 1990, 1991, 1995, 2004) Section VII. Disputes between Unions (1963, 1964, 1965, 1982, 2001) Section VIII . Appeals Board (1963, 1964, 1965, 1982, 1993, 2003) Section IX. Amendment of Constitution (1990), Standing Orders (1989, 1990, 1995, 2001, 2004) Section X. Transitional Provisions (1970) An index to the main references to bodies set up under the Constitution and Standing Orders will be found on page 2. The present text is as amended at the Special Delegate Conference in 2004. A list of the Officers of Congress from 1959 to date is given on pages 34-36 David Begg General Secretary January 2008 2 INDEX Constitution I.
  • Addressing Employment Vulnerability As Part of a Just Transition in Ireland

    Addressing Employment Vulnerability As Part of a Just Transition in Ireland

    Addressing Employment Vulnerability as Part of a Just Transition in Ireland No.149 March 2020 National Economic and Social Council Constitution and Terms of Reference 1. The main tasks of the National Economic and Social Council shall be to analyse and report on strategic issues relating to the efficient development of the economy and the achievement of social justice. 2. The Council may consider such matters either on its own initiative or at the request of the Government. 3. Any reports which the Council may produce shall be submitted to the Government, and shall be laid before each House of the Oireachtas and published. 4. The membership of the Council shall comprise a Chairperson appointed by the Government in consultation with the interests represented on the Council, and Three persons nominated by agricultural and farming organisations; Three persons nominated by business and employers organisations; Three persons nominated by the Irish Congress of Trade Unions; Three persons nominated by community and voluntary organisations; Three persons nominated by environment organisations; Five other persons nominated by the Government, including the Secretaries General of the Department of Finance, the Department of Business, Enterprise and Innovation, the Department of Housing, Planning, Community and Local Government, the Department of Public Expenditure and Reform. 5. Any other Government Department shall have the right of audience at Council meetings if warranted by the Council’s agenda, subject to the right of the Chairperson to regulate the numbers attending. 6. The term of office of members shall be for three years. Casual vacancies shall be filled by the Government or by the nominating body as appropriate.
  • Education Movies and the Promotion of One Dimensional Thinking: a Marcusean Examination of Films Made Between 2005 and 2017

    Education Movies and the Promotion of One Dimensional Thinking: a Marcusean Examination of Films Made Between 2005 and 2017

    EDUCATION MOVIES AND THE PROMOTION OF ONE DIMENSIONAL THINKING: A MARCUSEAN EXAMINATION OF FILMS MADE BETWEEN 2005 AND 2017 by Graham Birrell Canterbury Christ Church University Thesis submitted for the Degree of Doctor of Education 2019 0 1 CONTENTS THE CREDITS: ACKNOWLEDGEMENTS 3 PREFACE CONTRIBUTION TO PROFESSIONAL DEVELOPMENT 4 ABSTRACT 7 CHAPTER 1 THE DIRTY COMMUNIST DOG: INTRODUCING MARCUSE AND THE MOVIES 8 CHAPTER 2 OFFER WEAPON: NEOLIBERALISM AND EDUCATION IN BRITAIN AND THE UNITED STATES 18 CHAPTER 3 NOT QUITE MY TEMPO: THE SCHOLARLY RECEPTION OF EDUCATION IN THE MOVIES 33 CHAPTER 4 METHOD ACTING: CRITICAL THEORY, HERBERT MARCUSE AND THE DIALECTIC 56 4.1 BOYZ ‘N THE HOOD: THE FRANKFURT SCHOOL AND POPULAR CULTURE 57 4.2 CROUCHING TIGER, HIDDEN DRAGON: MARCUSE AND ONE DIMENSIONAL THINKING 67 4.3 FACE/OFF: THE DIALECTIC 80 4.4 VICE: CONSIDERING METHODOLOGICAL LIMITATIONS 86 CHAPTER 5 THE DIRECTOR’S CUT: SELECTION AND JUSTIFICATION OF THE FILM SAMPLE 92 CHAPTER 6 THE DIALECTIC OF THE CELLULOID SCHOOL 98 6.1 TRUE GRIT: PERFORMANCE REGNANT 99 6.2 DAWN OF THE DEAD: REPRESSIVE DESUBLIMATION 111 6.3 TOUCHING THE VOID: GREAT REFUSAL AND REPRESSIVE TOLERANCE 124 6.4 OBLIVION: EDUCATIONAL HAPPY UNCONSCIOUSNESS 134 CHAPTER 7 PRAXIS 145 CHAPTER 8 FINAL SCENE: CONCLUSIONS 158 BIBLIOGRAPHY 169 APPENDICES 196 APPENDIX 1 MOVIE LONG LIST 197 APPENDIX 2 MOVIE SYNOPSIS 200 2 THE CREDITS: ACKNOWLEDGEMENTS Without question, my greatest thanks are to my family. They grew accustomed to not seeing me for long periods, time I spent at the bottom of the garden in ‘the shed’ where I wrote much of this thesis.
  • Annual Report 2018

    Annual Report 2018

    2018 Annual ReportAnnual Headquarters Regional O ce Contact Visit 54 Wellington Park 30 Great James Street Email: [email protected] www. .org.uk Belfast Derry/Londonderry Web: www.nipsa.org.uk Follow us on Annual Report 2018 BT9 6DP BT48 7DB Fax: (Belfast): 028 9066 5847 Tel: 028 9066 1831 Tel: 028 7137 4977 Fax (Derry): 028 7137 2961 Contents Foreword Officers and Secretariat at 31st December 2018 �������������������� i Committees and Meetings ���������������������������������������������������������������������vii Seconded Officers: Civil Service ��������������������������������������������������������� iii Resolutions and Motions �������������������������������������������������������������������������� xi Trade Union Side Officers ���������������������������������������������������������������������������v Headquarters Organisation Chart ���������������������������������������������������xx General Council ������������������������������������������������������������������������������������������������� vi Section A B Section NIPSA Headquarters Civil Service General Issues B1 General Issues A1 Amnesty International �������������������������������������������������������������������2 B1.1 Accommodation ������������������������������������������������������������������������������22 A2 Bill of Rights ��������������������������������������������������������������������������������������������2 B1.2 Equal Opportunities ����������������������������������������������������������������������22 A3 Equality Committee ��������������������������������������������������������������������������3