Ensuring Safety Meets Standards
In this field evaluation, we will take a close look at the Bear Archery 'The Truth 2'; a bow that Bear Archery claims raises the bar again for performance that is well above the price. 'The Truth 2' from Bear Archery. Applications to field samples included an evaluation of N(2) fixation by commercially grown soybeans based on over 2000 analyses made during the course of the growing season. Assay values reflected the degree of nodulation of soybean plants and indicated a calculated seasonal N(2) fixation rate of 30 to 33 kg N(2) fixed per acre, in good.
In Canada, the Canadian Electrical Code requires manufacturers or importers of electrical products to get them 'approved' for electrical safety. For a large volume of units, a certification company like Canadian Standards Association (CSA) or UL make sure the product meets an acceptable level of safety specified in the Canadian standards. For smaller quantities of electrical products, this approval is done by field evaluation. The field evaluation process follows the CSA SPE-1000 standard, which has three mandatory and non-destructive tests. Upon successful inspection, ESAFE will deem your electrical equipment to be 'approved' and label it on the spot. If equipment does not meet Canadian Codes and Standards, ESAFE's inspectors will provide you with a report detailing the required alterations. We will support your staff throughout the process until your equipment is approved. ESAFE's expertise can help you avoid unnecessary delays in using or selling your electrical equipment in Canada.
If your electrical equipment or safety needs fall into any of the categories below, ESAFE is your best solution for fast, expert, and cost-effective service:
- Low volume and 'one-of-a-kind' equipment
- Prototypes and innovations
- Equipment already shipped or onsite
- Witness Testing
- Pre-construction drawing review
ESAFE is accredited by the Standards Council of Canada to field evaluate a broad scope of electrical equipment. Our experience is vast and includes assembly line machinery and material handling equipment, extrusion and injection equipment, plant automation equipment, used and/or retrofit equipment, robotic technologies, renewable energy equipment (e.g. solar wind turbines), and automotive manufacturing and their suppliers.
When To Call Us
All too often, companies call us when their electrical equipment has been cited for non-compliance. This can result in lost time and revenues in utilizing or selling your electrical products. We recommend that you call ESAFE as early as possible in your process to avoid unnecessary delays.
- Development Stage – ESAFE's inspectors understand how equipment is built from the ground up. They can review plans and provide technical assistance to define equipment requirements necessary to meet Canadian CSA Codes and Standards.
- Upon Arrival in Canada – When your equipment arrives in Canada, it must be inspected and approved before it can be used or sold. ESAFE inspectors will respond to your request within two business days to help you get the approval you need.
- Before Shipping to Canada – Our inspectors will service you anywhere in the world to test and pre-approve equipment before arrival in Canada. This allows you to make any adjustments on location and avoid business delays.
- Non-Compliance Citation – If a regulator has found your equipment to be non-compliant, you will not be able to use it until it meets standards and has been approved. ESAFE inspectors will work with you to find technical solutions and help you achieve compliance.
Frequently Asked Questions
1. I have many items for inspection that are identical. Can you inspect one and, if it passes, just provide labels for the rest?
No, this is not permitted for two reasons. First, the SPE-1000 code requires all products to be inspected, prototype testing is not allowed. Secondly, our rules of accreditation prohibit an inspection agency from leaving labels with the customer, or for anyone other than an inspector to apply a label.
2. Is there a maximum number of items that can be inspected?
Quantities vary by Jurisdiction. In Ontario and most other provinces, the maximum per model per year is 500 units. Please contact us for the limit that applies to your product.
3. If I get ESAFE approval, do I still need to get a CSA label as well?
No, the CSA and ESAFE labels represent approval to the same standard and both are recognized in all jurisdictions in Canada.
Gamesgames/hidden object. 4. What tests do you perform?
At a minimum, the inspector will perform a hi-pot test. Other common tests that may be performed depending on the design of the product are the flame test and strain relief test. Other testing may be required depending on the nature of the product and the applicability of other technical standards, if any.
5. What are the legalities relating to electrical product approval?
By law, all electrical products must be certified or field evaluated to electrical safety standards before they can be used or sold in Canada. An ESAFE approval meets the requirements of Rule 2-024 – Ontario Electrical Safety Code, and the requirements of all other jurisdictions in Canada.
Electrical equipment is deemed to be approved if it has been approved according to the process set out in section 2 of Ontario Regulation 438/07.
The Electrical Safety Authority (ESA) recognizes certification bodies and field evaluation agencies accredited by the Standards Council of Canada to certify or evaluate electrical products or devices. Only equipment bearing a recognized mark or label is deemed to be approved.
Failure to comply with these Rules or the Regulation is an offence and upon conviction, a person or director/officer of a corporation could be found liable to a fine of up to $50,000 and/or imprisonment of not more than one year. A corporation may be found liable to a fine up to $1,000,000.
In Ontario, ESA also has the authority to order products be quarantined, seized or forfeited to the Crown for disposal.
The ESAFE Marks
ESAFE's labels are recognized across Canada under the Standards Council of Canada accreditation program. The following are our S and P Approval Marks.
What are self-evaluations and why are they important?
Self-evaluations, also called self-performance reviews, are an appraisal of a person's own strengths and weaknesses.
When people complete self-evaluations, they're usually asked to identify achievements they're proud of, instances when they met or exceeded their goals, examples of how they expanded their skill set and areas where they may need to advance their skills further. Generally, these assessments cover a specific performance review period, such as a quarter or a year.
A self-evaluation has multiple advantages for both employees and employers:
- It allows employees to demonstrate their accomplishments. It's essential that employees have an opportunity to share some of their favorite achievements, such as a challenging project they completed or how they've helped the team or organization meet specific goals and objectives. Highlighting these accomplishments helps employees feel recognized for their efforts and gives them insight into the types of work they find most fulfilling.
- It helps managers stay informed about their employees' strengths and achievements. Leaders aren't always aware of all the contributions each employee makes to the team's success. It can also be challenging to remember individual accomplishments, especially those that happened several weeks or months in the past. Asking employees to cite their achievements helps managers stay aware of each team member's strengths, skills and the value they provide.
- It motivates employees to take ownership of their strengths and weaknesses. When an employee reflects on the work they've completed over a specific period, they become more aware of where they're most successful and which areas need improvement. Taking time for reflection can help team members find new opportunities to apply their best strengths while also identifying where they may need to focus their skill-building efforts. For example, they may find new uses for existing talents, or they may recognize how a lack of skills in a certain area is preventing them from maximizing their efficiency.
- It helps to quantify the value an employee offers. Performance reviews are an excellent time to reassess an employees' compensation and career trajectory and determine whether they've earned a raise or promotion. Self-evaluations prompt employees to pinpoint exactly how they add value to the organization and whether or not they've demonstrated the skills necessary to take on additional responsibilities. This can help set better expectations around whether or not an employee has qualified for a pay increase or a more senior role.
Tips for effective self-evaluations
A self-assessment is only as powerful as the process behind it. In other words, it's essential you give employees clear guidelines so they can find and organize the necessary information for their performance reviews.
While some employees may be able to quickly recall their greatest accomplishments or possess enough self-awareness to easily identify their weaknesses, others may need more assistance. By outlining your expectations, you can help ensure team members complete a thorough and effective self-evaluation.
Here are six things you can ask employees to keep in mind as they reflect on their performance:
1. Be specific
It's important that employees provide exact facts and figures whenever possible and stay away from vague statements like, 'I met my sales quota' or 'I provided a positive customer experience,' which don't provide clear insight into performance. Instead, they should cite precise numbers based on the metrics your team or organization considers most valuable.
Self-assessment example:'I consistently exceeded my monthly sales quota by an average of 18% and finished the quarter at $20,000 over my target revenue goal.'
2. Set aside plenty of time
Managers should give employees a due date and parameters for their self-evaluation several weeks in advance. This will ensure team members have sufficient time to review their work and gather all the necessary data and examples. In most cases, employees need more than a few days to track down information and reflect on their various strengths and weaknesses.
3. Review the job description
If employees aren't sure what to evaluate, their job description is a good place to start. This will help team members identify which duties they've excelled in, skills they've enhanced and job functions they could do better. If an employee is interested in earning a promotion, they may find it helpful to review the job description of the role they want to determine whether or not they're qualified — and if they aren't, how they can begin building the necessary skills and experience.
4. Make connections to organizational goals
To help employees communicate their value, it's crucial for them to demonstrate how their efforts and achievements contributed towards company objectives. This is especially important for team members who want to make a case for a promotion or salary increase.
Self-assessment example:'This year, ABC Company has been focused on increasing client retention. At the end of Q2, I built and launched an email win-back campaign that influenced $50,000 in sales from lost customers and another $25,000 in sales from current customers in Q3 alone.'
5. Use the STAR method
Suggest that employees use the STAR method when writing their self-evaluations to demonstrate the impact of their work. With this method, employees briefly describe the Situation or Task, the Action they took to accomplish it and the Results they achieved. This simple framework for structuring a self-assessment highlights the specific action the employee took (not the team as a whole) and what the final outcome of their contribution was.
6. Define next steps
While much of a self-performance review focuses on looking backward and reflecting on top achievements, this is also a great opportunity to set goals and intentions for the future. Employees should finish their evaluation by sharing how they'll apply their strengths to improve outcomes while also identifying how they'll improve upon weaknesses through skill-building, education and adopting better habits.
Field 2 Evaluation Tool
It can also be helpful to ask employees to keep a log of their achievements throughout the year and record each time they meet a goal or perform above expectations. This way, when it comes time for self-evaluations, they'll have a ready-made list and won't forget any crucial accomplishments.
Related:Employee Self-Reviews: Effective Tactics to Try
Self-evaluation examples
Windows 7 32 bit more than 4gb ram patch download. Here are a few self evaluation for performance review examples that implement the tips above:
Customer service representative
ESAFE is accredited by the Standards Council of Canada to field evaluate a broad scope of electrical equipment. Our experience is vast and includes assembly line machinery and material handling equipment, extrusion and injection equipment, plant automation equipment, used and/or retrofit equipment, robotic technologies, renewable energy equipment (e.g. solar wind turbines), and automotive manufacturing and their suppliers.
When To Call Us
All too often, companies call us when their electrical equipment has been cited for non-compliance. This can result in lost time and revenues in utilizing or selling your electrical products. We recommend that you call ESAFE as early as possible in your process to avoid unnecessary delays.
- Development Stage – ESAFE's inspectors understand how equipment is built from the ground up. They can review plans and provide technical assistance to define equipment requirements necessary to meet Canadian CSA Codes and Standards.
- Upon Arrival in Canada – When your equipment arrives in Canada, it must be inspected and approved before it can be used or sold. ESAFE inspectors will respond to your request within two business days to help you get the approval you need.
- Before Shipping to Canada – Our inspectors will service you anywhere in the world to test and pre-approve equipment before arrival in Canada. This allows you to make any adjustments on location and avoid business delays.
- Non-Compliance Citation – If a regulator has found your equipment to be non-compliant, you will not be able to use it until it meets standards and has been approved. ESAFE inspectors will work with you to find technical solutions and help you achieve compliance.
Frequently Asked Questions
1. I have many items for inspection that are identical. Can you inspect one and, if it passes, just provide labels for the rest?
No, this is not permitted for two reasons. First, the SPE-1000 code requires all products to be inspected, prototype testing is not allowed. Secondly, our rules of accreditation prohibit an inspection agency from leaving labels with the customer, or for anyone other than an inspector to apply a label.
2. Is there a maximum number of items that can be inspected?
Quantities vary by Jurisdiction. In Ontario and most other provinces, the maximum per model per year is 500 units. Please contact us for the limit that applies to your product.
3. If I get ESAFE approval, do I still need to get a CSA label as well?
No, the CSA and ESAFE labels represent approval to the same standard and both are recognized in all jurisdictions in Canada.
Gamesgames/hidden object. 4. What tests do you perform?
At a minimum, the inspector will perform a hi-pot test. Other common tests that may be performed depending on the design of the product are the flame test and strain relief test. Other testing may be required depending on the nature of the product and the applicability of other technical standards, if any.
5. What are the legalities relating to electrical product approval?
By law, all electrical products must be certified or field evaluated to electrical safety standards before they can be used or sold in Canada. An ESAFE approval meets the requirements of Rule 2-024 – Ontario Electrical Safety Code, and the requirements of all other jurisdictions in Canada.
Electrical equipment is deemed to be approved if it has been approved according to the process set out in section 2 of Ontario Regulation 438/07.
The Electrical Safety Authority (ESA) recognizes certification bodies and field evaluation agencies accredited by the Standards Council of Canada to certify or evaluate electrical products or devices. Only equipment bearing a recognized mark or label is deemed to be approved.
Failure to comply with these Rules or the Regulation is an offence and upon conviction, a person or director/officer of a corporation could be found liable to a fine of up to $50,000 and/or imprisonment of not more than one year. A corporation may be found liable to a fine up to $1,000,000.
In Ontario, ESA also has the authority to order products be quarantined, seized or forfeited to the Crown for disposal.
The ESAFE Marks
ESAFE's labels are recognized across Canada under the Standards Council of Canada accreditation program. The following are our S and P Approval Marks.
What are self-evaluations and why are they important?
Self-evaluations, also called self-performance reviews, are an appraisal of a person's own strengths and weaknesses.
When people complete self-evaluations, they're usually asked to identify achievements they're proud of, instances when they met or exceeded their goals, examples of how they expanded their skill set and areas where they may need to advance their skills further. Generally, these assessments cover a specific performance review period, such as a quarter or a year.
A self-evaluation has multiple advantages for both employees and employers:
- It allows employees to demonstrate their accomplishments. It's essential that employees have an opportunity to share some of their favorite achievements, such as a challenging project they completed or how they've helped the team or organization meet specific goals and objectives. Highlighting these accomplishments helps employees feel recognized for their efforts and gives them insight into the types of work they find most fulfilling.
- It helps managers stay informed about their employees' strengths and achievements. Leaders aren't always aware of all the contributions each employee makes to the team's success. It can also be challenging to remember individual accomplishments, especially those that happened several weeks or months in the past. Asking employees to cite their achievements helps managers stay aware of each team member's strengths, skills and the value they provide.
- It motivates employees to take ownership of their strengths and weaknesses. When an employee reflects on the work they've completed over a specific period, they become more aware of where they're most successful and which areas need improvement. Taking time for reflection can help team members find new opportunities to apply their best strengths while also identifying where they may need to focus their skill-building efforts. For example, they may find new uses for existing talents, or they may recognize how a lack of skills in a certain area is preventing them from maximizing their efficiency.
- It helps to quantify the value an employee offers. Performance reviews are an excellent time to reassess an employees' compensation and career trajectory and determine whether they've earned a raise or promotion. Self-evaluations prompt employees to pinpoint exactly how they add value to the organization and whether or not they've demonstrated the skills necessary to take on additional responsibilities. This can help set better expectations around whether or not an employee has qualified for a pay increase or a more senior role.
Tips for effective self-evaluations
A self-assessment is only as powerful as the process behind it. In other words, it's essential you give employees clear guidelines so they can find and organize the necessary information for their performance reviews.
While some employees may be able to quickly recall their greatest accomplishments or possess enough self-awareness to easily identify their weaknesses, others may need more assistance. By outlining your expectations, you can help ensure team members complete a thorough and effective self-evaluation.
Here are six things you can ask employees to keep in mind as they reflect on their performance:
1. Be specific
It's important that employees provide exact facts and figures whenever possible and stay away from vague statements like, 'I met my sales quota' or 'I provided a positive customer experience,' which don't provide clear insight into performance. Instead, they should cite precise numbers based on the metrics your team or organization considers most valuable.
Self-assessment example:'I consistently exceeded my monthly sales quota by an average of 18% and finished the quarter at $20,000 over my target revenue goal.'
2. Set aside plenty of time
Managers should give employees a due date and parameters for their self-evaluation several weeks in advance. This will ensure team members have sufficient time to review their work and gather all the necessary data and examples. In most cases, employees need more than a few days to track down information and reflect on their various strengths and weaknesses.
3. Review the job description
If employees aren't sure what to evaluate, their job description is a good place to start. This will help team members identify which duties they've excelled in, skills they've enhanced and job functions they could do better. If an employee is interested in earning a promotion, they may find it helpful to review the job description of the role they want to determine whether or not they're qualified — and if they aren't, how they can begin building the necessary skills and experience.
4. Make connections to organizational goals
To help employees communicate their value, it's crucial for them to demonstrate how their efforts and achievements contributed towards company objectives. This is especially important for team members who want to make a case for a promotion or salary increase.
Self-assessment example:'This year, ABC Company has been focused on increasing client retention. At the end of Q2, I built and launched an email win-back campaign that influenced $50,000 in sales from lost customers and another $25,000 in sales from current customers in Q3 alone.'
5. Use the STAR method
Suggest that employees use the STAR method when writing their self-evaluations to demonstrate the impact of their work. With this method, employees briefly describe the Situation or Task, the Action they took to accomplish it and the Results they achieved. This simple framework for structuring a self-assessment highlights the specific action the employee took (not the team as a whole) and what the final outcome of their contribution was.
6. Define next steps
While much of a self-performance review focuses on looking backward and reflecting on top achievements, this is also a great opportunity to set goals and intentions for the future. Employees should finish their evaluation by sharing how they'll apply their strengths to improve outcomes while also identifying how they'll improve upon weaknesses through skill-building, education and adopting better habits.
Field 2 Evaluation Tool
It can also be helpful to ask employees to keep a log of their achievements throughout the year and record each time they meet a goal or perform above expectations. This way, when it comes time for self-evaluations, they'll have a ready-made list and won't forget any crucial accomplishments.
Related:Employee Self-Reviews: Effective Tactics to Try
Self-evaluation examples
Windows 7 32 bit more than 4gb ram patch download. Here are a few self evaluation for performance review examples that implement the tips above:
Customer service representative
'In the past year as a customer service representative for ABC Company, I've increased my customer satisfaction rate 37%. Because I know efficiency has been increasingly critical to the organization, I've worked hard to memorize frequently asked questions, which helped me reduce my hold time by 20%.
After reflecting on my performance, I noticed that while my ability to build rapport with customers helps me maintain my favorable customer satisfaction ranking, I tend to make calls last longer than they should. By decreasing my talk time by 15 seconds per call, I believe I can increase my call-per-hour rate by at least 10% next quarter without negatively impacting customer satisfaction.
After my previous performance review, I began serving as a trainee mentor and assisted in onboarding nine new representatives, all of whom finished their first quarter above goal. Given this experience and my commitment to improving, I would like to discuss a potential promotion to Customer Service Team Leader.'
Marketing manager
'After taking time to evaluate my performance, I would like to highlight a few of my best achievements from the past quarter. At the beginning of the period, I spearheaded the launch of our organization's first industry research report. My promotional efforts helped secure a speaking engagement for the CMO at two national conferences, which will help the company meet its annual objective of increasing industry exposure. Additionally, I assisted in overhauling our paid search program and helped procure and onboard a new data partner. As a result, our paid search efforts' ROI has increased by 120% year over year and influenced $6 million in sales of our newest service line.
This quarter, I noticed that I haven't been delegating enough work to junior members of the team. Passing more projects to the marketing coordinators will help me become more efficient while also providing them more opportunities for skill building and career development. Additionally, I believe meeting with the sales managers bi-weekly instead of monthly will help improve cross-department communication and ensure marketing campaigns are better aligned with the sales departments' goals.
By the end of next quarter, my goal is to improve my knowledge of UX/UI practices by taking an online training session. I've been working more closely with the UX/UI team in the past few months and want to be able to collaborate more effectively to achieve our team's goals.'
Software engineer
'I work hard to maintain a positive attitude, even during challenging projects and stressful circumstances. After I completed the massive bug fix in July, the chief product officer commended me for maintaining a calm demeanor, which he said helped keep the rest of the team focused and on-task. I also represented ABC Company at a hackathon this summer and attended a networking event where I helped the company secure two new clients.
In terms of areas for improvement, I've recognized the need to increase my time management skills. I've started using time tracking software to help me identify inefficiencies throughout my workday. I've already raised my efficiency rate by 17%.
In terms of professional development, I'd like to take on more managerial or mentorship responsibilities in my day-to-day work. Next quarter, I plan on taking organizational psychology and emotional intelligence courses to learn more about setting goals, managing expectations and what motivates people.'
Self-evaluations are critical to helping employees become aware of their strengths and weaknesses and more committed to their career development. By using these tips and self assessment examples, you can begin developing an effective self-assessment process as part of your company's performance evaluations.
Destiny 2 Field Evaluation
Related Articles: