最快开奖直播搅珠结果

(Note: OLPM sections on this page may be cited following the format of, for example, "USA.III.G.1". These policies may be amended at any time, do not constitute an employment contract, and are provided here only for ease of reference and without any warranty of accuracy. See for details.)

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1. Purpose

The 最快开奖直播搅珠结果 System Office is committed to providing a safe and secure working environment for employees and visitors. 听To support this commitment to safety, the use or possession of any firearms, other dangerous weapons that could be used to inflict injury, or explosives is absolutely prohibited on any property owned, controlled, or operated by the System Office.

2. Violations

Any person violating this policy shall be subject to appropriate disciplinary and/or legal action as appropriate under applicable federal, state, and local laws and the policies and procedures of 最快开奖直播搅珠结果 and the System Office.

3. Exception

On duty law enforcement officers authorized to carry weapons are exempted from the prohibition established in this policy.

(Note: OLPM sections on this page may be cited following the format of, for example, "USA.III.G.1". These policies may be amended at any time, do not constitute an employment contract, and are provided here only for ease of reference and without any warranty of accuracy. See OLPM Main Menu for details.)

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1.听听听This procedure shall apply to all requests for access to public records received by the administrative offices of the 最快开奖直播搅珠结果.

2.听听听Requests for access to 最快开奖直播搅珠结果 public records should be made in writing and should include a specific description of the desired documents. All steps taken to comply with such requests should be documented in writing and should include a specific description of the documents that were made available.

3.听听听Public documents requested under the Right-to-Know Law must be made available within a reasonable time. That reasonable time is determined with respect to the circumstances of the particular request. The greater the administrative time and effort required to comply with a request, the greater the time that will be considered "reasonable." In the event a reply will take longer than a few days, a letter should be sent acknowledging receipt of the request and estimating when a substantive reply will be available.

4.听听听The Right-to-Know Law does not specify a particular method by which access to public records must be allowed. Access will ordinarily be afforded by providing photocopies of the requested materials. In some instances alternate methods -- such as allowing personal review of a particularly voluminous file -- may be more appropriate.

5.听听听A public agency may charge a fee for providing access to its public records. That fee should be calculated to cover the variable costs incurred by the agency in providing access to the records. The basic fee for producing photocopies of 最快开奖直播搅珠结果 records shall be $.10 per page. Other variable costs incurred, e.g. personnel salary and benefits, may be charged in appropriate cases.

6.听听听While 最快开奖直播搅珠结果 has an obligation to provide the public with reasonable access to its public records, the System must also respect the privacy interests of persons who are the subject of confidential, or otherwise exempted, information contained in those records. A 最快开奖直播搅珠结果 record must be reviewed in its entirety before it is released in order to ensure that no confidential or otherwise exempted information is included.

7.听听听Other types of records exempted from the public access requirement include personnel records, student records, internal memoranda and draft reports, privileged documents (e.g. lawyer-client communication), records pertaining to litigation, collective bargaining, real estate negotiations, and records containing certain types of confidential commercial or financial information.

8.听听听It is possible that only a portion of the information contained in a 最快开奖直播搅珠结果 record will be subject to public access under the Right-to-Know Law. In such cases 最快开奖直播搅珠结果 must make a reasonable effort to provide access to the public portions of the record. For instance, a redacted photocopy of the document may be provided.

9.听听听The legislature has provided for private enforcement of the Right-to-Know law by suit in the Superior Courts. Plaintiffs are entitled to an expeditious hearing and, if successful, reimbursement for their attorneys' fees and costs. The General Counsel should be consulted whenever questions arise as to the appropriate response to a request for 最快开奖直播搅珠结果 records.

10.听听听This procedure shall be effective immediately and shall continue in force until otherwise amended or repealed.

听

(Note: OLPM sections on this page may be cited following the format of, for example, "USA.III.G.1". These policies may be amended at any time, do not constitute an employment contract, and are provided here only for ease of reference and without any warranty of accuracy. See for details.)

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The 最快开奖直播搅珠结果 policy on conflict of interest () does not directly address the question of whether a 最快开奖直播搅珠结果 employee can accept a gift (including, e.g., travel expenses, meals, entertainment opportunities, etc.) from a current or potential 最快开奖直播搅珠结果 business partner. 听Even so, as a matter of practice 最快开奖直播搅珠结果 employees, and in particular employees at the executive level or with relevant decision-making authority, generally are very careful to avoid accepting anything that might be considered a personal gift from a vendor. 听In addition, it is always important to consider the perceptions of a skeptical media outlet, state legislator, or citizen.

One useful decision-making exercise is to develop the bullet points to be used by our media relations people to defend the decision in the court of public opinion. 听It is also important that before implementing the decision you alert anyone who would have to support the decision in the event it is challenged 鈥� likely that will include both the department head and the Chancellor. 听And, if there is a potential for controversy, it is a good idea to document the decision and supporting rationale before you implement the decision. 听To state the obvious, we work in highly-visible positions of public trust and any perceived breach of our duties as stewards of the public good will harm our relationships with key constituents including the campuses, the Board of Trustees, student and their parents, and the legislature.

Some key factors to include in the analysis:

• The value to 最快开奖直播搅珠结果 of participating in the opportunity;
• The total cost of the opportunity;
• The extent to which the opportunity is beneficial to 最快开奖直播搅珠结果 versus a personally interesting/valuable experience;
• The extent to which the opportunity may raise, or be seen as raising, the cost of services to students or employees (e.g., the offer of an affinity credit card that provides payments to the institution based on usage);
• The public perception of the opportunity: 听the extravagance, the location(s), the expense, the activities (i.e., the 鈥渂oondoggle-appearance鈥� test);
• The 最快开奖直播搅珠结果 employee鈥檚 role relative to the engagement of the vendor and/or the management of the vendor relationship (i.e., will the public perceive the opportunity as potentially influencing your judgment?); and
• If the opportunity is valuable to 最快开奖直播搅珠结果 and reasonably priced, why shouldn鈥檛 最快开奖直播搅珠结果 pay for your participation and eliminate and question or appearance of conflict or impropriety?

(Note: OLPM sections on this page may be cited following the format of, for example, "USA.V.A.13.5.1". These policies may be amended at any time, do not constitute an employment contract, and are provided here only for ease of reference and without any warranty of accuracy. See OLPM Main Menu for details.)

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13.听听听Earned Time

13.5听听听Sick Leave Pool

13.5.1听听听Open Enrollment. The scheduled time to convert earned time days into sick pool days will be annually during the month of April. The Personnel Office will notify those employees who are eligible.

13.6听听听Record keeping. It is the immediate supervisor's responsibility to verify usage and current Earned Time balances of each employee reporting to the supervisor. Signed Time and Attendance records must be sent to the Personnel Office every month.

(Note: OLPM sections on this page may be cited following the format of, for example, "USA.V.C.1.1". These policies may be amended at any time, do not constitute an employment contract, and are provided here only for ease of reference and without any warranty of accuracy. See OLPM Main Menu for details.)

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1.听听听Vacant Position Procedures

1.1听听听The following procedures are being introduced, effective January 2014, to ensure a prudent, equitable and justifiable process for managing vacant positions in the System Office. In addition, establishing a review process that supports a culture of transparency, inclusiveness and customer service will be critical to identifying and hiring staff that will support and promote this culture.

1.2听听听Regardless of position status and funding, a request for a replacement of a vacant position is not automatic and will be reviewed using the procedures listed below. In most cases, the Chancellor and/or the Chancellor's Executive Team will make the final determination on each vacant position.

1.3听听听Vacant Position Process

1.3.1听听听When a position becomes vacant, the manager should take the following actions:

1.3.1.1听听听Update the job description (as needed)

1.3.1.2听听听Update or create a department organizational chart

1.3.1.3听听听Write a compelling and accurate summary of position need and include responses to each of the following questions:

• Is this position still needed?
• How does/will it support the campuses and/or Board?
• Can the duties of this position be included in an existing position?
• Is this an opportunity to reorganize the department and the associated work?
• Is there continued and appropriate funding for this position?

1.3.2听听听Once the summary, job description and department organizational chart are updated and complete, the manager should meet with their functional Principal Administrator (PA) to review.

1.3.3听听听The respective PA (Finance, Legal and HR) will then provide this information to the Chancellor's Executive Team for review, discussion and final determination of the position status.

1.4听听听Filling a Vacant Position

1.4.1听听听Approval to fill a vacant position must be obtained from the Chancellor or the respective PA on behalf of the Chancellor.

1.4.2听听听Once approval is obtained for a manager to proceed with filling a vacant position, the following steps should be followed when sourcing a candidate:

1.4.2.1听听听Meet with HR to begin the posting and selection process;

1.4.2.2听听听Depending on the level of the position, the respective PA and the manager, should identify one Chancellor's Executive Team member to serve on the interview team;

1.4.2.3听听听The manager, with input from the respective PA, should also identify staff members from other functional areas (as appropriate) to be included in the interview process; and

1.4.2.4听听听As needed, the manager can invite functional staff from the campuses to be included during the interview process.

1.5听听听Vacant Position Reporting

1.5.1听听听Each month, or as positions become vacant, HR will send to the Chancellor and the Chancellor's Executive Team an updated vacant position report. This report will provide the relevant details on each vacant position including:

1.5.1.1听听听Position title and department

1.5.1.2听听听Days position has been vacant

1.5.1.3听听听Status of position (open, under review, filled, or eliminated).

(Note: OLPM sections on this page may be cited following the format of, for example, "USA.V.D.12.1.1". These policies may be amended at any time, do not constitute an employment contract, and are provided here only for ease of reference and without any warranty of accuracy. See OLPM Main Menu for details.)

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12.听听听Complaint and Grievance Resolution Procedures. The complaint and grievance resolution procedures represent two distinct but related processes established for the purpose of resolving work-place problems and/or misunderstandings. This policy describes the complaint procedure and the following policy (USA V.D.12.3) describes the grievance procedure. Except where noted, staff may use either procedure solely and separately, or may use the complaint procedure as the first step of the grievance procedure.

12.1听听听Complaint Resolution -- General

12.1.1听听听Purpose. The System Office complaint procedure is intended to resolve complaints and problems arising out of the interpretation and/or implementation of Board of Trustees, University System or System Office policy, procedure and practice. Employees are encouraged to utilize the complaint process to address performance issues.

12.1.2听听听Definition. A complaint is an issue of concern related to a work-place situation or working conditions.

12.1.3听听听Relation to Grievance Process. The complaint resolution process may serve as an informal step to the System Office grievance procedure (USA.V.D.12.3). Complaints related to evaluations of work performance, and final classification determinations are not appropriate for either the complaint procedure or the grievance procedure. Termination may be addressed only through the grievance procedure.

12.1.4听听听Conditions

12.1.4.1听听听The complaint resolution mechanism does not provide employees any rights other than the right to have a complaint heard and be considered. It does not bind the System Office to any particular outcome or course of action.

12.1.4.2听听听Complaints may be brought at any time. In order to continue complaints into the grievance procedure, established time lines (see USA V.D.12.3.1.3.1) must be followed.

12.1.4.3听听听The complainant may have an advocate (must be a System Office employee and shall not be an attorney).

12.1.4.4听听听Confidentiality shall be expected for participants in the complaint resolution process. Information revealed and discussions held shall be confidential insofar as that is reasonable within legal requirements and organizational responsibilities.

12.1.4.5听听听The filing of a complaint shall not affect the rights of an employee to seek any remedy which may be available in an external forum and does not postpone any deadlines for pursuing such remedies.

12.1.5听听听Remedies. Remedies pursued under the complaint procedure may include any remedy which conforms to the spirit of relevant policy.

12.1.6听听听Orientation. The System Personnel Office shall serve as a resource for understanding, accessing and managing the complaint process.

12.1.7听听听Record keeping. Complaint information shall be kept in a confidential file and will be accessible only to those individuals engaged in the complaint process and appropriate administrators with an official need to know.

12.2听听听Complaint Resolution Process

12.2.1听听听A staff member may register a complaint by notifying the System Personnel Office of the complaint and indicating a desire to pursue a solution. If the staff member wishes this complaint to meet the deadline for filing a grievance, the notification of a complaint/grievance must be in writing and must be within the time frame (see USA V.D.12.3.1.3.1) specified for a grievance.

12.2.2听听听After considering the nature of the complaint, the System Personnel Office will initiate a discussion/resolution. Options to pursue resolution will include, but not be limited to, discussions with the supervisor, informal investigation of facts, and/or use of a third party to help mediate between the decision-maker and the complainant.

12.2.3听听听If the options selected do not result in a satisfactory resolution of the complaint, the Personnel Office may, as appropriate, require any of the following: a report from the investigator of the facts of the case; a report from the mediator about the potential solutions; a report from the supervisor about the reasons that no settlement or resolution was reached. The Personnel Office will establish the appropriate time frame for any report or follow up on reports required.

12.2.4听听听If the complaint also qualifies as a grievance (see USA V.D.12.3.1.2 Grievance Definition), a staff member may file a written grievance within the deadlines established in USA V.D.12.3.1. The Personnel Office will make a determination of the point at which the complaint process has ended. If the complaint continues as a grievance the grievance will continue at Step One (see USA V.D.12.3.2.3).

12.3听听听The grievance and complaint procedures represent two distinct, but related processes established for the purpose of resolving workplace problems and/or misunderstanding. This policy describes the grievance procedure, and the preceding policy (USA V.D.12.1-2) describes the complaint procedure. Except where noted, staff may use either procedure solely and separately, or may use the complaint procedure as the first step of the grievance procedure.

12.3.1听听听Grievance Resolution -- General

12.3.1.1听听听Purpose. The System Office grievance procedure is intended to provide employees with a mechanism to resolve alleged violations of Trustees, University System or System Office policy.

12.3.1.2听听听Definition. A grievance is a written statement alleging a violation of Trustees, University System or System Office policy. The grievance procedure shall not be used to review the substantive merits of an administrative judgment, evaluation, or other discretionary act or decision, except as may be necessary when a violation of a non-discrimination policy is alleged. Any status staff member except principal administrators may file a grievance.

12.3.2.3听听听Relation to Complaint Resolution Process. The complaint resolution process (USA V.D.12.1-2) may serve as an informal step to the System Office grievance procedure.

12.3.1.3.1听听听Conditions. The deadline for filing a grievance shall be 15 calendar days from the day on which the aggrieved staff member becomes aware of the action which is alleged to violate policy. In no event may a grievance be filed more than one year after the occurrence of the alleged policy violation. In cases where the complaint resolution process (USA V.D.12.1-2) is used as an informal step, the conciliation meeting shall take place within twenty (20) calendar days of the failure of that process (as determined by the System Personnel Office).

12.3.1.3.2听听听The grievant may have an advocate (must be a status System Office employee and shall not be an attorney).

12.3.1.3.3听听听Two or more employees similarly aggrieved by the same alleged violation of policy may file a joint grievance. All grievants to a particular grievance shall be identified in the written statement setting forth the grievance. A "class action" grievance shall not be permitted.

12.3.1.3.4听听听Confidentiality shall be expected for participants in the grievance resolution process. Information revealed and discussions held shall be confidential insofar as that is reasonable within legal requirements and organizational responsibilities.

12.3.1.3.5听听听The filing of a complaint shall not affect the rights of an employee to seek any remedy which may be available in an external forum and does not postpone any deadlines for pursuing such remedies.

12.3.1.4听听听Remedies. The remedies available under this grievance procedure shall be limited to those necessary to bring the grieved action into conformance with the policy which was violated.

12.3.1.5听听听Orientation. The System Personnel Office shall serve as a resource for understanding, accessing and managing the grievance process.

12.3.1.6听听听Record keeping. At the conclusion of the grievance process all materials used in the process, including tape recordings, exhibits, minutes, and affidavits, shall be held in a confidential file in the System Personnel Office. This file shall be separate from the
official personnel files.

12.3.2听听听Process of Grievance Resolution

12.3.2.1听听听The grievant files a written statement of grievance with the System Personnel Office. The statement will include the specific policy or policies alleged to be violated and a brief statement of the alleged violation and the resolution desired.

12.3.2.2听听听The Personnel Office and the grievant shall consider the appropriateness of using the complaint procedure before using the grievance procedure.

12.3.2.3听听听Step One

12.3.2.3.1听听听The System Personnel Office will arrange a conciliation meeting to take place within twenty (20) calendar days of receipt of a properly filed grievance. The meeting will include the grievant, the grievant's advocate, a representative of the System Personnel Office, the person whose actions are being grieved and any other administrators appropriate to resolution of the grievance.

12.3.2.3.2听听听"Discovery." The grievant and the System Office each have the responsibility to provide documents which can reasonably be expected to contain evidence bearing on the case. This process of "discovery" may include an effort to investigate the facts and ask questions of the participants prior to the conciliation meeting in an effort to seek out evidence relevant to the grievance.

12.3.2.3.3听听听Collection of Documents. The System Personnel Office shall coordinate the collection of the documents. The documents shall be made available to all parties to the conciliation meeting.

12.3.2.3.4听听听Conciliation Meeting. The conciliation group will meet to review the grievance, and, where appropriate, fashion a mutually acceptable resolution. The meeting shall be non-adversarial, and each party will extend serious consideration to the views of the other parties.

12.3.2.3.5听听听Result of Conciliation Meeting. If the parties are able to reach a consensus for the resolution of the grievance, the terms of the resolution will be recorded and implemented by the System Office. The resolution shall not be precedent setting.

12.3.2.3.6听听听If the parties are unable to reach a resolution, the grievant shall have the option of filing a written request to proceed to Step Two. This request will be made to the System Personnel Office no later than seven (7) calendar days after the end of Step One. All documents submitted for Step One will be provided by the Personnel Office for review with Step Two.

12.3.2.4听听听Step Two. The grievant shall have the option to have a Step Two grievance heard directly by the Chancellor or by a hearing panel which makes a recommendation to the Chancellor.

12.3.2.4.1听听听Hearing Panel. A hearing panel shall consist of three (3) 最快开奖直播搅珠结果 status employees, at least one of which must be the same occupational type as the grievant, and at least one which must be the same occupational type as the person whose actions are being grieved. If the person whose actions are being grieved is a principal administrator, the panel member need only have a supervisory responsibility.

12.3.2.4.2听听听Selection of Hearing Panel. The System Personnel Office shall coordinate the selection of the panel members in agreement with all parties.

12.3.2.4.3听听听Hearing Procedures. After selection of the hearing panel, the panel shall determine the hearing procedures, including, but not limited to, time limitations, if any, method of hearing witnesses, and overall format.

12.3.2.4.4听听听Determination of Policy Violation. The panel will determine whether a policy violation has occurred, and if so, what shall be the appropriate remedy.

12.3.2.4.5听听听Hearing Recommendation. Within seven (7) calendar days the panel will make a recommendation to the Chancellor, which will include a determination of which, if any, policies have been violated, and a proposed remedy if appropriate. The decision will be by majority vote.

12.3.2.5听听听Decision of the Chancellor. Subject to the provisions of USY Grievance Policy, the Chancellor shall receive a recommendation from the hearing panel and make the final decision on the employee grievance. The Chancellor shall retain the authority to accept or reject the recommendation of the panel in whole or in part. The remedy, if any is appropriate to the decision, shall conform to USA V.D.12.3.1.4. The grievant shall be notified of the decision within ten (10) calendar days of the receipt of the recommendation from the hearing panel.

(Note: OLPM sections on this page may be cited following the format of, for example, "USA.V.E.7.1". These policies may be amended at any time, do not constitute an employment contract, and are provided here only for ease of reference and without any warranty of accuracy. See OLPM Main Menu for details.)

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• 7.听听听Performance Evaluations. 最快开奖直播搅珠结果 requires written evaluations for all non-introductory PAT/OS be completed annually. For staff of the Chancellor's Office this period will be February through May unless otherwise stipulated. In all cases performance evaluations must be complete before a merit recommendation may be made. For the Division of Planning and Budget, the normal evaluation period will be May through September.
• 7.1听听听New Hires. The Personnel Office is responsible for ensuring that evaluations are conducted according to policy USY.V.C.7.5.1 during the introductory period.

听

(Note: OLPM sections on this page may be cited following the format of, for example, "USA.V.F.5.1.1". These policies may be amended at any time, do not constitute an employment contract, and are provided here only for ease of reference and without any warranty of accuracy. See OLPM Main Menu for details.)

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5.听听听Pay by Hour Policies (Pertains to N/E Pay Policies)

5.1听听听Hours Worked

5.1.1听听听Meal Periods. Per policy USY V.F.5.1.5 and in compliance with state law, no non-exempt staff member may be required to work more than five (5) consecutive hours without an unpaid half hour meal break. Contact the Personnel Office if questions arise about conformance with the law.

5.2听听听Overtime. All overtime must be approved by the supervisor and endorsed by the Principal Administrator or designee prior to being worked by the staff member.

5.2.1听听听Compensatory Time. Prior to the performance of the work, the Principal Administrator or designee must be made aware of the staff member's and immediate supervisor's mutual agreement of compensatory time in lieu of a cash payment.

5.2.1.2听听听Records. Per policy USY F.5.2.4.4 the supervisor is responsible for maintaining records pertaining to overtime and supporting the use of compensatory time.

6.听听听Procedures for Curtailed Operations--System Office - Concord, NH

6.1听听 For those employees who work at the System Office, an announcement of delayed opening, curtailed operations or early dismissal will come from the Chancellor's Office. In the absence of an announcement of curtailed operations, the System Office will remain open for normal business hours.

6.2听听听Other Considerations

6.2.1听听听In the event of inclement weather, each employee should use his/her judgment and inform his/her supervisor if the employee feels it is unsafe to travel to work.

6.2.2听听听During curtailed operations employees who are able to perform some or all of their work at locations other than their place of work will be expected to do so.

6.2.3听听听During curtailed operations employees may be specifically requested to work by a supervisor or his/her designee. In such cases, non-exempt staff members will receive an equal number of hours of compensatory time.

6.2.4听听听A staff member who has, for whatever reason, already planned to be absent from work on a day of a delayed opening, curtailed operations, or early dismissal, must still deduct one day from his/her leave time.

6.2.5听听听If an employee has any questions regarding delayed openings, curtailed operations, or early dismissals, he/she should contact his/her supervisor.

7.听听听Compensation of Principal Administrators:

7.1听听听This policy is promulgated pursuant to 最快开奖直播搅珠结果 Board and System policies (BOT V.F.2.4 and USY V.F.11) and is intended to comply with all provisions of those policies, including decision-making and reporting requirements.

7.2听听听Base compensation for Principal Administrator (PA) positions at the University System Office will be annually reviewed and evaluated using data from appropriate comparator organizations.

7.2.1听听听In general, the University System Office will seek to maintain base compensation for PA positions at or slightly below the midpoint of the market, although there may be circumstances in which the University System Office will wish to lead or lag a market.

7.3听听听Some portion of PA total compensation (as opposed to base compensation) should be "at risk," i.e. merit-based and bonus pay that is provided (or not) based on job performance.

7.3.1听听听The size of the "at risk" portion of total compensation will be set with reference to total compensation paid by market comparators. As a pay-for-performance culture matures at the University System Office, the "at risk" portion will rise.

7.3.2听听听To the extent possible, goals driving merit and bonus pay will be quantifiable and, in all cases, clearly measureable.

7.3.3听听听Any merit pay increases for PAs will be based on accomplishing goals identified and agreed upon at the beginning of the review period.

7.3.4听听听Bonus pay will be available for accomplishments above and beyond agreed goals. Usually these accomplishments will be related to the Chancellor's and/or the University System Office's goals.

7.3.4.1听听听Bonus pay will have both individual and team components.

7.3.4.2听听听The merit pay and bonus pay structures will have a zero, minimum, mid-point and maximum payment potential scheme.

7.4听听听In general, a PA's total compensation will not exceed the 80th percentile among comparators.

(Note: OLPM sections on this page may be cited following the format of, for example, "USA.VI.A.1.1". These policies may be amended at any time, do not constitute an employment contract, and are provided here only for ease of reference and without any warranty of accuracy. See OLPM Main Menu for details.)

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1.听听听Policy Coverage

1.1听听听The computer acquisition policy shall cover only acquisitions for the use of the employees located at听the听最快开奖直播搅珠结果 in Concord. Such acquisitions听shall not cover acquisitions for the Internal Audit Department.

2.听听听Policy Review Schedule

2.1听听听The system technology committee shall review the portions of the policy related to hardware acquisition annually. The portions related to software will require further consideration as new software becomes available, and acquisitions not contemplated by these recommendations are proposed.

3.听听听Acquisition Requirements

3.1听听听Decisions regarding the acquisition of hardware or software shall be left up to the discretion of the unit supervisor. Those decisions shall be made in compliance with institutional policies on purchasing and expenditure of funds. Acquisitions shall only be made when in the supervisor's judgment the existing hardware is obsolete, or when the need for a specialized application arises. Memory and/or hardware upgrades shall be used whenever possible to prolong the useful lives of existing equipment.

3.2听听听All initial computer acquisitions shall be from the University Technology Center. However, there are cases where certain software and peripheral hardware may be available at lower cost from another vendor. After consulting with the UTC and internal technical advisers, supervisors shall have the discretion to make such acquisitions from external vendors.

3.3听听听Prior to purchasing new hardware or software the possibility of internal acquisition shall be explored. Old equipment and programs shall be made available to other interested users at the 最快开奖直播搅珠结果 in Concord.