Held within the same classrooms, theaters, dance studios, soundstages, editing labs and television studios, summer classes are taught by our faculty, many of whom are working professionals in the theater, film and television industries. Courses are offered to current UCLA students, non- students, professionals and high school students for college credit. 2016 Summer Opportunities for Youth. Summer Session and Special Programs: High school students are. Summer Sessions and Special Programs: UCLA Summer. UCLA Summer Catalog 2014, Author: UCLA. Fees vary depending on the number of courses or programs. 5 Medicine and Psychology Programs for High School Students. Study alongside undergraduate students at Summer University. International High School Student; Programs. WHO IS A US HIGH SCHOOL STUDENT? During the summer, UCLA. UCLA Summer Sessions offers high school students. High School and Undergraduate Programs. BioMed/Harbor-UCLA’s Summer Fellowship. Two sections are offered exclusively to advanced high school students. All programs except JUMPSTART SUMMER INSTITUTE. Summer programs at the UCLA School. The UCLA Film & Television Summer Institute The Summer. UCLA Extension provides best in class education in marketing, business, engineering, arts, and much more. Classes held in several convenient locations or online! In summer 2015, UCLA will offer special language courses for high. UCLA will offer special language classes for high school students who speak, understand. Ucla Summer Programs For High School Students 2014 May 05 2016.
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Pipe: Command not found. Pipe'NMRTXT: Undefined variable. Error in startup script: can't read . So, it is important that the commands in . NMRPipe Home Page NMR Software Frank Delaglio TALOS DYNAMO Multidimensional Fourier Processing Linear. The Big NMRPipe Reference Page. The TCL/TK script library functions which are provided with the NMRPipe installation. Sparky Tutorial and Reference Manual. Extensions in Python; Automatic Assignment; Miscellaneous; Files; Getting Sparky; Installation. Spectra for input to Sparky can be produced with processing programs NMRPipe. NMRPipe and Bruker format. Home » SCRUB » Manual. Be sure to download the most recent release of. The User manual Developed by Orekhov, Vladislav Jaravine, Victor. Note that to run the software you must have functioning nmrPipe package (Delaglio, F., et al., 1995, J. NMRPipe applications may fail. If the required fonts are not available. Draw program may fail and generate an error message such as. 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When the virtual machine starts, you can log in. The password for the . Once you log in as “nmruser”, you can open a terminal. Consult the virtual. VMWware or Virtual. Box) documentation for details on. You. can configure the virtual Linux operating system as you would any other. Linux installation. The root password for the virtual machine is. When you are done with a session, don’t exit. X” icon – this. is the equivalent of unplugging a PC while it is running, and might make. We also recommend that you do not suspend. Instead, when exiting the virtual machine, be sure. Shutdown”, just as you would. PC. The font arguments . This can affect the appearance. NMRWish- based graphical applications, such as the varian and bruker. My mentorship program can increase your confidence in using herbs and provide practical ways to grow your herbal business. To request Mentorship Program brochures for your patients, please email [email protected] with your request and your mailing address. Do you need to find a transplant center in your area? Tips for Mentorship Programs . What should the mentor and mentee focus on in their mentorship? If you've never been in a formal mentorship, you may be wondering what exactly you should do with your mentor or mentee after the mentoring relationship begins. The key to choosing the best mentoring activities actually depends on your mentorship focus areas. Below are some of the most common mentoring focus areas: Skills Development. Mentorships that focus on skills development help the mentee learn specific skill sets in order to develop him or herself, add value to the organization and progress on his or her career path. For example, if the mentee is in sales, a possible mentoring activity could be practicing cold calling. Goal Setting/Career Planning. Mentorships that focus on goal setting and career planning help the mentee identify his or her professional and personal goals, as well as think about his or her long- term career path. An example of a good activity for this type of mentoring objective is discussing the mentee's early career dreams and possible career moves. Problem Solving. Mentorships that focus on problem solving help the mentee develop cognitive skills in order to strengthen the mental process of discovering, analyzing and solving problems to overcome obstacles. An activity example for this mentoring objective would be to identify a real problem with his or her mentor and then brainstorm solutions together, as well as discuss pros and cons for each option.
Networking. Mentorships that focus on networking help the mentee expand his or her professional connections and networks. An activity example for this type of objective would be for the mentor and mentee to attend a professional conference or event together. What are some tips for starting a new hire mentoring program? Starting a new job can be stressful, and having a new hire mentoring program can help ease your new hires' fears and give them an additional resource to get that strong connection with the company right from the start. There are many things you need to do to get a new hire mentoring program off the ground and make it a great success! Below are some tips to get you started: Determine your main objectives. Some new hire programs are designed to assist with training or succession planning, while others work to give employees a broad feel of the corporate culture. Find your executive champion to support and sponsor the program. This person should be easily recognized by new hires and encourage new hires to join. Look for an executive who had a great mentor in the past that contributed to his or her success. Identify your mentors. For new hire mentoring, it's usually beneficial to have mentors who work in a similar job function or in the same location as the new employee. Communicate about the program. Let new hires know about the new hire mentoring program during the recruitment process and make sure your managers are encouraging new employees to join the program. Research suggests that higher- quality job applicants are more likely to accept a job offer if a company includes information about their mentoring programs in their recruitment literature. Measure your success. Ask your mentees to rate how well mentoring helped them get assimilated to the company, understand their new roles, and help solve problems. Track and compare retention rates, promotions and employee evaluations between new hires that participated in the mentoring program vs. Executive champions work to encourage participants to join the program among many other things. They should be identified at the beginning of the planning process so they can help move things forward. Below are some tips to get you started on your search: Look for someone in a high- visibility position. The ideal person will usually work outside of the Human Resources and Training departments, and should be easily recognized by employees. For example, the VP of Marketing might be a good fit. Great Mentorship Programs For VeteransThis may be anything from conducting job shadows or hosting networking events to being a mentor in the program. This is an essential characteristic in an executive champion, as this person will be your voice when it comes to annual budget meetings and securing financial sponsors for the program. But what makes a mentorship outstanding? While every mentoring relationship is different, there are some key items that all mentoring pairs should keep in mind. Here are some tips from award- winning mentoring pairs: Set Clear Ground Rules for the Mentoring Relationship. During your first meeting, talk about items such as the frequency of meetings, level of confidentiality, exit plan, etc. When you talk about these things at the beginning of the mentorship, you avoid future problems and issues. Define Mentorship Goals and Objectives. Determine the objective for the mentorship such as skills development, career growth, networking or life balance. Once you've figured out the purpose for the relationship, you can then identify 1- 3 goals to work as part of the mentorship. Mentees should take ownership when setting these goals, while mentors can encourage their mentees to break down their goals into manageable steps and action items. Track progress toward the pre- set goals and make changes as necessary. Plan Useful Activities. After you've figured out the main objective of the mentorship and defined the main goals, work together to create activities that will help you achieve them. For example, if you're mentorship objective is to improve skill sets, you could practice a specific career- related skill, such as sales or a mock interview. If the mentee would like to work on career growth, the mentor could conduct a mini- 3. If the mentee wants to work on networking skills, the mentor could introduce his/her mentee to appropriate senior leaders or both the mentor and mentee could attend a local conference together. Mentorship Program Goals/ Purpose of Program. The mandate of the Mentorship Program is to connect Native youth to volunteer Mentors in the community. With the support of positive role-models, Native youth have the opportunity. Find Your Own Unique Approach to the Mentorship. While some mentoring programs feature strict rules, tips and worksheets, excessive reading materials and formality are not always necessary. In fact, the majority of people do not want lots of reading materials and excessive rules. The best approach is actually a mix of formal and informal with basic guidelines and resources. No matter the preferred approach, whether it is formal or informal, a successful mentoring relationship is built on trust, respect and confidentiality. The key to success is choosing a matching methodology that fits your organization's size, type of mentoring program, and the needs of your administrator(s). Here are some common types of mentoring programs, along with their recommended matching methodologies: General Mentoring Programs. Research suggests that the greater the involvement of the mentee in the selection of their mentor, the better the outcome of the mentorship. Therefore, general mentoring programs should be structured in such a way that mentees choose their own mentor. This not only makes for more successful mentorships, it also makes managing a mentoring program easy. For small programs this can be done with paper profiles or electronic documents that include background about each mentor. Mentees can review mentor profiles and alert program administrators of their choices. With an online mentoring program, participants complete online profiles about their background, experience and strengths and areas for development. Mentees then search and connect with mentors themselves. Mentors review requests from mentees and choose to accept or decline the mentorship. This allows administrators to manage the process rather than the matching. Time can be spent on reporting and measurement while allowing mentees to drive the selection process. High- Potential Mentoring Programs. Mentoring programs specifically geared toward development of high potential employees require greater oversight from the mentoring program administrator. It's important that high- potential mentees are exposed to mentors who will provide the right skills, experience and support that will ready them for rapid advancement within the organization. These high performers can then select and submit their top choices for mentors. Program administrators or mentoring committees can then review the choices of each mentee and determine the best mentor match to help the mentee reach the mentorship goals. Many organizations choose to have multiple programs for their high potential employees, diverse employees, new hires, knowledge transfer and much more! If you are considering expanding your general mentoring program into specialties, consider the following: Make sure your mentoring program goals align with your organization's HR strategic goals. Define set objectives for your multiple mentoring programs. Specialty programs can support. For example, if you are having high early turnover (when employees leave within the first 1- 2 years) in specific positions, then you may want to set up a new hire mentoring program to engage those high- risk employees from day one. Identify employees to participate in the specialty programs. Specialty programs may be as small as 5. Decide if you're going to allow your employees to participate in more than one mentoring program, as well. Determine your mentoring program structure. Define the length of the mentorships (anywhere between 9 and 1. Plan your mentor matching strategy. You can allow for self- matching, in which mentees select their own mentors, or you can match up participants yourself. If your specialty program will have more than 1. Mentor Scout can be extremely helpful. Decide how you will measure the success of your specialty mentoring program BEFORE you start it up! 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