ࡱ> JLEFGHI] bjbj:: X*\X*\M$*$*H,H,H,4|,|,|,h,.|,@G1( 2FR2R2R2DLFFFFFFF$:KMFH,DF$*$*R2R2<F$*R2H,R2FFy;+;DR2P~jR>NFG0@GI?~N~N;D~NH,;DpFF@G~N> (:  Managing Employee Performance Practical Information, Forms and Guidance for Managers and Supervisors (Updated August 2014) Managing Employee Performance Guide Index Managing Employee Performance Guide Index.2Leading High Performing Teams3Supervisory Responsibilities in Performance Management....4 Orienting and Training Employees4 Establishing, Communicating, and Enforcing Rules, Policies, & Procedures.5 Identifying and Solving Problems and Providing Feedback5 Coaching and Counseling Employees to Improved Performance5 Assisting a Troubled Employee.5Employee Rights in a Disciplinary Process.6Addressing Performance Problems Requires Courage7The Most Common Barriers to Addressing Performance Issues8Performance Documentation...9Determining the Appropriate Response to a Performance Problem10Required Steps to Initiate a Disciplinary Action.11 The intent of the investigative meeting.11 Characteristics of a good investigatory meeting12 Next Steps..12 Investigative Meeting Worksheet..13-14 Effective Communication Techniques..15 Clarifying questions.15 Paraphrasing16 Using empathy.16How to Successfully Complete a Self Directed Action Plan..17 Purpose and Principles of the Self Directed Action Plan..17 When to Use..17 Suggested Process to Develop an Effective Action Plan.18 Self Directed Action Plan.19-22Performance Improvement Plan.23-24Written Performance Concern Template Written (MPEA).25-26Written Performance Concern Template Written (Non Union or Other Union).....27-28Notice of Employee Termination Template (MPEA)..29Notice of Employee Termination Template Non/Union..30Corrective Action & Disciplinary Process Checklist..31Discharge from Employment The Seven Tests for Just Cause32JUST CAUSE The Seven Step Test.33 Leading High Performing Teams The leader of a high-performance team: Is a teacher, coach and developer of people. Has excellent people skills. Knows how to listen and ask meaningful questions. Advances diversity in their teams. Is clear about which decision-making methods are being used. Understands how the leaders authority and power can affect the groups behavior in a collaborative problem-solving or decision-making setting. Can give up control when appropriate-allows others to influence. Has faith in the abilities of others. Is skilled in managing the conflict and tension that arise in effective team processes. Uses power and authority to create a collaborative work environment. Involves people at all levels in making improvements and implementing change.  Supervisory Responsibilities in Performance Management Performance Management is defined as any process, tool and technique used for the purpose of effectively supporting an employees efforts to meet existing and future performance demands of the position. The role of a supervisor is to insure that effective performance management is part of the daily work environment through training, balanced feedback, coaching and, when needed, disciplinary processes. The chance of performance or behavior problems greatly increases when supervisors fail to address smaller problems or performance concerns. Good supervisors allow for small course corrections before they become larger concerns that require formal disciplinary action. If disciplinary action is taken and that action is aggrieved by the employee(s), many questions may be raised concerning the extent to which the supervisor has carried out his or her responsibilities. A supervisors success in managing an employees performance to expected standards will require: clarity regarding the employees job expectations and role through effective written and verbal communications; commitment to obtain the right equipment and tools to complete the work; time to observe the work and clearly identify an employees strengths and areas of improvement; documentation that reflects both strengths and areas of improvement; honest and supportive communications that build trust; on-going assessment that provides balanced feedback both on positive outcomes and on areas of improvement; application of specific policies, procedures mandated by policy and/or collective bargaining agreements that have been designed to protect due process rights. Orienting and Training Employees Employee orientation and training, probably one of the most important aspects of preventive discipline, is a supervisory responsibility that has a great effect on an employees performance. Orientation and training that is critical for success: make sure employees know their duties and responsibilities; provide appropriate training; check that employees understand all rules and consequences of rule violations; provide employees with an opportunity to raise questions and encourage their comments and suggestions; communicate rule changes and rationale prior to enforcing them; analyze why problems occur and try to eliminate the cause; use problem-solving discussions with the employee involved to identify solutions. When employees know the rules and regulations, and understand what is expected of them, they are more likely to accept personal responsibility for controlling their own behavior and performance. Orientation does not end with the training of new employees; it is a continual process because the work environment constantly changes - new rules, regulations, policies, practices, systems, and procedures need to be communicated to long-term employees as well as new ones. Establishing, Communicating, and Enforcing Rules, Policies, and Procedures Good human resource practices require some basic work rules that have some bearing on an employees ability to be effective in his or her position. Work rules are not intended to limit the rights of employees, but rather to define those rights so the institutional mission can be accomplished in an orderly and equitable manner. Work rules regulate the personal conduct of employees. Identifying and Solving Problems and Providing Feedback Early identification of performance problems can postpone, and sometimes eliminate, the necessity to take disciplinary actions, perhaps at a time when it is too late to find a solution. The following five-step problem-solving approach may help supervisors handle performance problems. Step 1: Identify the performance-related problems/actions or behaviors. Step 2: Measure the action. Step 3: Analyze the actions and the facts. Step 4: Develop a plan to improve or maintain desired action. Step 5: Evaluate for performance improvement and follow-up. Coaching and Counseling Employees to Improve Performance Even though supervisors may be effective in handling the responsibilities that have been discussed previously, there may be times when coaching and counseling could prevent the need for disciplinary action. When performance problems still persist, the following guidelines may be helpful in coaching an employee toward improved performance. A Performance Improvement Plan can be collaboratively developed at this stage to ensure that the performance concerns are addressed with developmental tasks, activities, resources and support necessary for positive sustained change. Steps of coaching/counseling technique: Get the employees agreement that a problem exists Discuss alternative solutions together Agree on action to be taken to solve the problem Follow up to measure results Recognize any achievement when it occurs Assisting a Troubled Employee Supervisors may find that there are no job-related causes of performance problems. Although supervisors are not expected to assist employees in resolving serious personal problems that affect the employees job performance, supervisors can perform an important function by helping employees to recognize the effects of personal problems on job performance. Employee Rights in a Disciplinary Process To know what is expected of them and what the consequences of not fulfilling these expectations will be. One of the most important factors when deciding if an employee was appropriately disciplined is whether the employee actually knew that he or she fell short of the employers expectations. There are certain offenses which are clearly contrary to acceptable conduct, and discipline is readily accepted or justified regardless of prior communication or warning to the employee (e.g. theft, total refusal to perform safe work, intentional endangerment of the safety of coworkers). However, all other acts normally demand some kind of prior notice and progressive discipline before termination will be viewed as justified. The optimum disciplinary system provides adequate notice to employees but still maintains employer flexibility. To have consistent and predictable employer responses to violations of rules. Almost as important to the employee as knowing that a particular act may result in discipline, is the certainty that the discipline will actually take place. If discipline is to have its desired effect, it must be both rehabilitative and a deterrent. There must be a consistency in the principles of application of discipline. To have fair corrective action responses and, if needed, discipline based on the facts. Nothing is more important to an effective discipline system than the process of gathering facts before judgments are made. Please use the tools and process outlined in this guide to fully investigate the circumstances that may be contributing to a performance concern. To question the facts and to present their perspectives. Every accused employee has the right of due process and the right to be heard before discipline is administered. The central purpose of due process is to provide an effective opportunity for an employee to be heard and to present a defense. In addition, union affiliated employees must be told of their right to have their union representative present during any investigatory meeting that may lead to a disciplinary action. To appeal the disciplinary decision. The employee should know that, if he or she believes the treatment was unfair, an informal and formal appeal procedure is available to the employee. Addressing Performance Problems Requires Courage Courageous conversations promote direct, honest, and respectful communication that improves team function, work relationships and business outcomes. Part of what makes these conversations challenging is our human tendency towards:  Or  The Most Common Barriers to Addressing Performance Issues Everyone must like and approve of me at all times. It is easier to avoid than to face difficult interactions with others. Other people should act as I want, and I can and should control the behavior of those around me. Fear of not being liked by others. Fear of being hurt, physically or emotionally, if I assert myself. Fear of hurting the other persons feelings. Fear of being labeled "pushy," "uncaring," "manipulative," "selfish," "aggressive," or "opinionated." Fear that I'm not "smart enough" or "competent enough" to have a say. Fear of losing control over my emotions and thus being vulnerable. Fear of conflict. Lack of time/energy. Power/authority differential. Other Barriers: ______________________________________________________________ ______________________________________________________________ ______________________________________________________________ Performance Documentation Documentation is a very important for effective performance management. Documentation should include all aspects of the employees performance from positive successful performance to concerns or performance problems. The informal documentation process does not need to be burdensome. It can be as simple as taking a quick note on a conversation or action. Formal documentation is necessary to provide the employee with fair and just disciplinary treatment. These records must include a full description of the events to assure that anyone reading the record can conclude that the offense occurred or reoccurred. The employer must maintain records on every employee, as these may someday be used to justify a personnel action. Best practices suggest that you should: back up subjective information with documentation, if at all possible; get the best evidence possible; prepare written summaries of information provided by employee and/or witnesses; and preserve the documentation. Required Information for Formal Documentation Date (month, day year), place, and time of incident. Detailed, specific description of the behavior (dont generalize). Implications (i.e.: Why is the problem important to the department - overtime required, safety hazard, lost production, etc.). A summary of the employees prior employment record and any prior discussions or actions taken with the employee in this or similar areas. Observed improvements (or lack thereof) noted since previous communications. (If there are multiple but related problems, give credit for improvements made.) Expected solutions: be specific as to your expectations of change. Describe expected solutions in terms of specific action or inaction on the part of the employee. If you are imposing a disciplinary action, clearly say so (e.g., You are suspended without pay for a period of five working days). If suspension occurs, specify the date and time they are expected to call in or return to work. Explain the consequences of not conforming to the expected solution outlined above. You should be very specific by saying, further violations may result in disciplinary action, which may include your immediate termination. The important thing is that the employee has forewarning of the possible consequences of future behavior and would not be surprised if suspended or terminated. Set a follow-up date by which time the employee must meet the expected solutions outlined above and a date that you will review the situation to see if the changes have been accomplished. If you have agreed to give three weeks to see improvement, do not take further action on this problem until that period has elapsed. Determining the Appropriate Response to a Performance Problem When determining the appropriate level of action to take, consider the following factors: Employees work history/length of service Seriousness of concern/incident performance problem Are there mitigating or aggravating circumstances? Is this a misconduct issue requiring investigation? Is this a first time concern or a repetition of the same or similar issue(s)? What action was taken previously? What has previous practice been in similar situations? Has the employee been made aware of the expectations and responsibilities through orientation, on the job training or other training? If there has been prior action taken on the same issue, determine what the next progressive step would be. The extent to which you feel the concern/incident should become a permanent part of the employees personnel file. Discipline is normally progressive. However, a supervisor does not have to start at the first level or move to the next succeeding level should circumstances warrant stronger or lesser action.   Required Steps to Initiate a Disciplinary Action If you have decided that the performance or behavior concern has risen to the level of formal discipline the next steps are: Consult with HRS and your manager to discuss the concerns. Conduct a fair and thorough investigation. The investigative process is required prior to initiating any formal disciplinary actions including written notices. If the employee is a union member and there is a possibility that a discipline action may occur, you must notify the employee that you need to meet with them to discuss a specific performance concern(s). Because the employee has Weingarten Rights, he/she has the right to have a representative from the bargaining agent present during all investigative meetings. While it is the responsibility of the employee to ensure that the bargaining agent representative is notified and is present at any such discussion, HRS recommends that you be proactive and have a representative scheduled to attend the meeting. HRS can schedule the union representative for you. The role of the representative is to support the employee, help clarify questions, but not to answer questions or disrupt the meeting. Non-union employees may request a co-worker to be present during an investigatory meeting. Complete the  HYPERLINK \l "_Investigative_Meeting_Worksheet" Investigative Meeting Worksheet. This will help you clarify the performance and/or behavioral concerns so you can better discuss them at this meeting. Interview witnesses (if applicable) have a list of questions prepared that you will ask each witness, document the responses and any questions the witness (and/or witnesses) had and how you responded. Whenever possible, confirm through others what was observed. The intent of the investigative meeting: To provide due process to the employee ensuring the employees rights under policy, employment law and collective bargaining agreements, as applicable To explain clearly the behaviors and performance problems through observations, facts, evidence etc. To confirm that the employee understands the problems and performance/behavior expectations To ask their perspectives on why the expectations are not being met (to get to root causes). To answer any questions the employee may have again keeping confidentiality in mind. Describe next steps: I am currently gathering all information and conducting a thorough and fair investigation. This is a confidential employment issue so I will limit discussion of the information to those with legitimate reason to know about the matter. Any discipline that may follow will come from (name, discipline comes from the manager/supervisor); I expect to conclude the investigation by (day, date or within a certain timeframe); I will contact you as soon as a decision has been reached. Characteristics of a good investigatory meeting: Efforts are made to help employee be as comfortable as possible Focus on behavior and performance not the person Ask questions to understand root cause of performance issues (see Performance Analysis Tool) Document content of meeting and employee responses Confirm understanding by using listening skills such as paraphrasing, reflecting and asking clarifying questions Discuss next steps Next Steps: Discuss findings of the interviews with the department Dean or Director and HRS to make sure all decisions are aligned with appropriate policy and collective bargaining agreements. Determine which step will be needed to correct the behavior and insure that the right progressive corrective action is taken. If needed, you can use the templates for the following steps: Performance Improvement Plan Written Warning Written Warning with a Suspension Create a follow-up plan. This step is vital to achieving real sustained change. It sets up an accountability and feedback structure to correct the behavioral or performance concern. A good follow-up plan will include the following: How will he/she be monitored for improvement? How will you follow up with other employees that could be impacted to see how the plan is working for them (e.g., how they are feeling, any continuing concerns etc.?). How and when will feedback be provided to the employee on progress or lack thereof? If termination is what you are recommending and considering, HRS must be consulted to insure that the process is aligned with all applicable policies, procedures and collective bargaining agreements. (See Corrective Action & Disciplinary Process Checklist to ensure all processes are met). Investigative Meeting Worksheet Review what you currently know about the performance problem(s): Describe the performance and/or behavior(s) that are currently being observed (use objective, non-evaluative language to describe). Include a description of the specific outcomes/impacts on the team, department or manager. List specific evidence and/or documentation about the above performance problem (productivity reports, member complaints, observations). Describe the standard of performance expectations. Identify supporting documents that describes this standard (i.e. workplace norms, policies, expectation memos or past disciplinary actions, or other signed documents where the expectations have been communicated). Describe actions taken in the past (i.e. development, feedback and corrective actions) to ensure employee can meet performance expectations. Pull together all documentation related to these actions. Before you start an investigation, be clear about what your intention is by answering the following: What is my overall goal in this investigation? How will I articulate this to the others? How will I analyze the performance problem to insure understanding of root cause? Who could contribute to my understanding of this issue? Make a list of witnesses. Do I believe this could result in a disciplinary action? If so, what do I need to do to insure that the staff members Weingarten Rights are protected? Do I have a thorough list of questions that will help create an accurate, fair and thorough investigation outcome for this issue? List these questions here: 10. Do you need support and/or consultation with HRS or your manager? Initiate an effective investigatory meeting with the employee and witnesses. It is important to have face-to-face meetings to monitor non-verbal responses. Use the following checklist to address witnesses and employees: WitnessesEmployee Use good meeting skills -warm greeting, eye contact, clarify purpose. Prepare documentation and be prepared to document content.Use good meeting skills -warm greeting, eye contact, clarify purpose. Prepare documentation and be prepared to document content.Describe why you are meeting with the witness and review confidentiality issues. Paint a clear picture of the behaviors using non-judgmental words. (See #1 above) Confirm that they have first-hand knowledge of the performance concern. Confirm that the employee understands performance expectation.Ask them to tell what they observed. Invite their perspective. Be prepared with a list of questions that help clarify the facts, circumstances and behaviors. Be prepared with a menu of possible solutionsbut dont lead with them. Ask questions about their ideas first. If no response, bring up an idea and ask their input. Be clear about your bottom line. What questions does the witness have and can you address them? What questions does the employee have and how can they be addressed? Assess and explore their readiness to change. Review your notes with them and have them sign your notes.Describe next steps.Describe next steps.Document meeting. Effective Communication Techniques Clarifying questions: Clarifying questions help us to understand the other persons perspective, gather needed information, resolve misunderstandings, and explore overly general and global statements. Activity: With a partner, take turns being the speaker. The listener (the person receiving the message) is to ask clarifying questions that could help the speaker make clearer, more specific rather than general, non-specific, or accusatory statements. Use qualifiers such as what, who, where, when, which, and how. Avoid why, as it can be perceived as a criticism of intention. Example: Speaker: Your people are really incompetent! Listener: Which people, specifically, are incompetent? What do they do that is incompetent?  Speaker: I am tired of your disrespect! Listener: Speaker: You are trying to destroy the project! Listener: Speaker: You only care about your concerns, not mine. Listener: Speaker: All of you are out to get me! Listener: Speaker: There you go again, trying to pull a fast one. Listener: Paraphrasing Paraphrasing is a tool for ensuring that the speakers meaning is understood by all. It also gives the speaker a chance to hear words reflected back so that they can correct misinterpretations. Example: Speaker: It is very important to me that I get to process the paperwork without someone always looking over my shoulder. Leader: So you prefer the autonomy. Activity: With a partner, take turns telling each other your political views, or opinions about a social concern, organizational policy, etc. The facilitator will interrupt the speaker every few sentences in order to paraphrase what has been said. The speaker should make sure that the facilitator has captured the correct meaning. Using Empathy Using empathy is a form of paraphrasing that can be used to reframe potentially disruptive words in a less inflammatory form. When a speakers remarks may hurt another or cause communication to break down, the leader can use empathy to paraphrase the speakers underlying needs and intensity of feeling, without the potentially destructive language. EXAMPLES Speaker: Hes just lying about all this! Its outrageous! I wont listen to another word! Leader: Honest communication - thats whats really important to you! Speaker: I hate getting email messages from Bill. Thats so rude! Why cant he just come and talk to me? Leader: You prefer direct communication when there is a problem. Speaker: She just doesnt care about our working relationship. She doesnt even listen to me! She is so selfish! Leader: You really want to feel heard and respected. How to Successfully Complete a Self Directed Action Plan Purpose and Principles of the Self-Directed Action Plan: The purpose of the  HYPERLINK \l "_Self_Directed_Action" Self Directed Action Plan is to empower employees to become full participants in the effort to improve their performance outcomes. The steps used to develop an action plan are based on the following principles: While supervisors will be able to see the performance gap, the responsibility for closing this gap needs to be placed on the employee. When individuals are trying to correct performance problems, letting them provide suggestions on how to solve problems gives them ownership of both the problem and the solution. Individuals who have a strong desire to meet performance expectations and are clear on what the expectations are will be more capable of identifying the right steps needed to close performance gaps. Individuals who are making changes in their lives must be able to express why the change is important and be willing to make the tradeoffs needed to realize the change. Changing work habits, like any habit, require a person to honestly identify what is supporting and/or opposing the behavior change. Without this honest assessment, individuals can get caught off guard. That is why reflecting on those forces both positive and negative- is an important part of the self- directed action plan process. To translate an intention to actual improved performance behaviors takes personal determination, practice, repetition and the support of others. Creating a written action plan allows individuals to make their intentions clear and obtain the needed support to achieve success. When to Use: This process is used when it is clear that a corrective action is needed by an employee to meet a specific performance expectation of their position. A supervisor can use this process whenever a need exists to address a performance concern. The best uses are for habit changes that require reflection and specific behavior changes. Suggested Process to Develop an Effective Action Plan: The objective of providing employees an opportunity to develop an action plan is to assist an employee in improving his/her job performance or poor work habit(s) in order to achieve the expectations set for the position. The supervisor and the employee are encouraged to work together in solving the problem(s) rather than assessing blame for lack of an outcome. The following steps are recommended in developing an improvement plan. Once a supervisor has determined a performance concern exists, the employee must be informed of this concern. During this conversation, the employee is provided specific behavioral examples so that he/she will understand the concern and be able to feel empowered to own a solution. Supervisors are expected to work in partnership with the employee toward a positive resolution to the problem. To begin the process, the supervisor will write a clear behavioral based statement that must be met in order to meet performance expectations. To be effective, an action plan should be developed for a behavior or set of behaviors that are closely related. For example, an action plan can be developed if the performance concern is both tardiness and absenteeism. However, this same action plan cannot also include a performance concern related to poor interpersonal communications. The employee must clearly understand the behavioral statement before beginning the five step process to completing an action plan. The employee will then complete step two, three and four and then review the exercises with the supervisor. At this meeting, the supervisor and employee will discuss whether or not all underlying issues have been identified that could support or hinder success. Employees can typically complete this step within five working days. The supervisor must encourage employee participation to find the best possible solutions to the problem. The employee and the supervisor must determine the best approach to address the performance issue. Following the above meeting, the employee will complete a final written action plan that lists a realistic set of actions and timelines that will result in meeting performance expectations. This step is usually done within five working days. Once a course of action and improvement expectations have been identified, establish a time to evaluate progress. In order to maintain time lines, the supervisor should meet with the employee no later than sixty days from the commencement of the plan. To sustain improvements, a process of on-going feedback should also be established. This feedback must be clear and offer guidance to the employee as to the progress being made. Self Directed Action Plan Employee Name: ______________________________Department: __________________ This worksheet is a tool to help you succeed in your job. This planner will take you through five simple steps toward improving and sustaining a behavior or a work habit change. Step 1. Describe the behavior or work habit that can be improved and why it is important to your success. You must be very clear about what is being asked of you and why. Can you write what the behavior change is and when it must be completed? Can you state how behaving differently will benefit the customers you serve, your peers, yourself? If you cannot do this step...stop and speak to your supervisor to help you describe the changes that are being asked of you. Example: I plan to let others know when I am unable to meet a commitment and ask for help if necessary. _______________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________ Step 2. Clarify your interest in changing this work behavior and/or work habit. You have to believe that the result of your efforts will be worth the work involved in changing a work habit. You need to be clear about this before you begin to create an action plan. If you are not clear, then other things will get in the way and push you off course. In a quiet place, ask yourself the following questions about this change: Do I believe that a change in behavior is needed for me to be successful in my job? Am I convinced that the benefits of making this change are worth it? In other words, whats-in-it-for-you to change? Can I picture myself being able to behave differently? Can I communicate what the change in behavior will look like to others? Do I have the personal discipline needed to focus on changing this behavior? Now... complete the following exercise: Weighing the Costs & Benefits   Now look at the reasons not to pursue this change. Can you talk yourself out of these misgivings? If you cant, your mixed feelings will interfere... and it will show up eventually. Talk to your supervisor or obtain advice from Human Resource Services if you have real misgivings about your ability to make this change. Step 3. Take Inventory. List all the forces that support your ability to make this change. Then list all the forces that work against your ability to make this change. Forces can be many different things both outside yourself and inside yourself: Skills... communication, customer service, time management, organizational, technical Schedules... work, children, school, meetings Access to resources... transportation, day care, doctors, EAP, manager, Human Resources, training programs Knowledge...policies, programs Relationships... peers, feedback opportunities, managers Personal motivations... job satisfaction, doing a good job, commitment to peers, patients, family demands Rewards... perceptions of peers & supervisors, improved success, salary increase Self-Concepts... reliable/ not reliable, disciplined/ not disciplined, able/ not able. Beliefs...the change will be good or bad, my supervisor supports me/ does not support me. Example: An Inventory to Meet Commitments   An Inventory In the left column, list forces driving or pushing you to change a behavior/ work habit. In the right hand column, list forces restraining you or getting in the way of you changing a behavior and/or work habit...   As you look at this inventory, look at the list of opposing forces. Star those forces that you can eliminate and/or minimize. This is the basis of your action plan. Its easy to get stuck on this step and not see how it could turn an opposing force into a supporting force. You do not have to do this step alone! Seek out another set of eyes (or even two) to help you brainstorm. Pick a safe person who will be candid and creative with you. This could be a family member, peer, an EAP counselor, a staff person, member of the clergy, or personal counselor. Step 4. Develop a list of Do-ables...The stepping-stones to action A do-able is a behavior change, new skill, insight, commitment, conversation, (etc.) that meets the following criteria: Stands a good chance of being accomplished. Meets and does not conflict with personal needs and/or values. Builds trust, momentum and confidence in your ability to make a change. Examples of Do-ables: To Meet My Commitments Create a realistic plan with timelines. Establish a reminder system via a calendar to prompt me to meet my deadlines. Attend a training program on time management Go to bed 1/2 hour earlier to get more sleep. Put a list of do-ables on my bedroom mirror. 6. Meet with my supervisor to explore making some changes to my schedule. Step 5. Make a commitment to yourself in writing. An Action Plan is a written commitment to follow through with the Do-Ables. Putting your thoughts into words is an effective way to help you make this behavior change. To be successful an Action Plan must: Be simple...yet focus on the do-ables that will create success. Clarify responsibilities. Discuss how you know if it is working. Discuss what you and your supervisor will do if it is not working. Clarify an end and a beginning. ACTION PLAN Behavior Change:  Do-able: Resource and/or Contact Person Date to be completed  Employee Signature: _______________________________ Date: ______________ Supervisor Signature: ______________________________ Date: ______________ Performance Improvement Plan DATE: (insert date) TO: (Employee Name, Title) FROM: (Manager Name, Title) SUBJECT: Performance Improvement Plan ________________________________________________________________________ I. Background Information. (Describe the current situation in general terms. Include specific dates and contributing factors that lead to a need for a more formal performance improvement plan. List all performance concerns including workplace behaviors and/or expectations not being met (i.e. absenteeism, tardiness, etc.). It has been determined that you are currently not meeting the following performance expectations required of your position: List each performance concern separately. The above performance standards, when not met, can result in (describe the outcome poor productivity, poor service outcomes, breakdown in team work, etc.). II. Expectations This plan communicates a clear expectation that you must meet the standards of performance demanded of your position no later than (date). The following are specific performance standards that must be met: (List in bulleted format the standards of behaviors/performance expected choose those behaviors that reflect on written policies, role descriptions, professional standards, etc. Describe these in measurable terms, if possible. For example, no unscheduled absences for 90 days, X reports completed within 30 days of receipt, etc.) III. Actions and Follow up The following are specific actions that will be taken to address the above performance concerns. The intent of this plan is to provide the support and resources needed to insure your success in your position. Performance competencies and/or behaviors to be developed:Development Activities/TasksOutcomes/DeliverablesDate to be completed:      This plan will be created and discussed collaboratively and will be approved by (name/s of supervisor/manager). Failure to meet and maintain the expectations outlined above may lead to disciplinary action, up to and including termination. __________________________________________ _______________ Employees signature Date __________________________________________ _______________ Supervisor/Managers signature Date Cc: HRS Personnel File Written Performance Concern Template- Written (MPEA) DATE: (insert date) TO: (Employee Name, Title) FROM: (Manager Name, Title) SUBJECT: (Letter of Warning, Suspension Letter, etc.) ________________________________________________________________________ I. Statement of concern. On (date), (describe behavior and/or performance concerns in general terms, i.e. you were involved in a conflict with a coworker that resulted in a breakdown in team work and violations of ϻ policy). In response to this incident, an investigation process was completed that included a review of (as examples: ϻ and or dept. policies, your prior performance documents, interviews with coworkers and yourself, review of your Role Description, etc.). Based on this investigation, I have established the following facts: List each fact separately to create a total and completed story of what occurred. The behaviors exhibited in this situation (see above) represent a violation of the following policies, if any (List each one separately) and resulted in (describe the outcome or impact of the behavior or performance deficiencies poor productivity, unhappy customer, breakdown in team work etc.). In addition to the above incident, during your employment you have had the following informal and formal performance feedback: (Date), (Type of Action Informal Coaching, Letters of Warning, etc.) for (describe general problem). II. Expectations (List in bulleted format the standards of behaviors expected choose those behaviors that reflect on written policies, professional standards, etc.) III. Actions and Follow-up The following are specific actions that will be taken to address the above performance concerns. (Note those actions below, such as written action plans, etc. some examples have been provided below) You have a right to the grievance procedure, within ten (10) days of the occurrence, outlined in Article XIV of your MPEA Collective Bargaining Agreement (CBA). For further assistance please contact your MPEA union representative. If you are administering a suspension without pay include the following language: You will serve a disciplinary suspension without pay on (note dates of suspension here) (Optional)You must create a Written Action Plan that specifically outlines what you will do to insure that the above noted expectations are met. This written plan must be approved by (names of supervisor and manager) by (date). You will immediately meet and sustain the performance and behavioral expectations of a (dept. name) employee and (title). Failure to meet the expectations and/or a recurrence of the same or similar behavior and/or demonstration of further performance concerns may result in further disciplinary action, up to and including termination. I acknowledge that I have received a copy of this document and had an opportunity to discuss it with my supervisor. I understand that my signature does not signify my agreement with the statements made above. ___________________________________ ___________ Employees signature Date ____________________________________ ___________ Supervisor/Managers signature Date cc: MPEA HRS Personnel File Written Performance Concern Template: Written (Non-Union or Other Union) DATE: (insert date) TO: (Employee Name, Title) FROM: (Manager Name, Title) SUBJECT: (Letter of Warning, Suspension Letter, etc.) ________________________________________________________________________ I. Statement of concern. On (date), (describe behavior and/or performance concerns in general terms, i.e. you were involved in a conflict with a coworker that resulted in a breakdown in team work and violations of ϻ policy). In response to this incident, an investigation process was completed that included a review of (as examples: ϻ and or dept. policies, your prior performance documents, interviews with coworkers and yourself, review of your Role Description, etc.). Based on this investigation, I have established the following facts: List each fact separately to create a total and completed story of what occurred. The above behaviors exhibited in this situation represent a violation of the following policies, if any (List each one separately) and resulted in (describe the outcome or impact of the behavior or performance deficiencies poor productivity, unhappy customer, breakdown in team work etc.). In addition to the above incident, during your employment you have had the following informal and formal performance feedback: (Date), (Type of Action Informal Coaching, Letters of Warning, etc.) for (describe general problem). II. Expectations (List in bulleted format the standards of behaviors expected choose those behaviors that reflect on written policies, professional standards, etc.) III. Actions and Follow-up The following are specific actions that will be taken to address the above performance concerns. (Note those actions below, such as written action plans, etc. some examples have been provided below). Put appropriate grievance language here if applicable. If you are administering a suspension without pay include the following language: You will serve a disciplinary suspension without pay on (note dates of suspension here) You will immediately meet and sustain the performance and behavioral expectations of a (title of position) in (dept. title). (Optional)You must create a Written Action Plan that specifically outlines what you will do to insure that the above noted expectations are met. This written plan must be approved by (names of supervisor and manager) by (date). Failure to meet the following expectations and/or a recurrence of the same or similar behavior and/or demonstration of further performance concerns may result in further disciplinary action, up to and including termination. I acknowledge that I have received a copy of this document and had an opportunity to discuss it with my supervisor. I understand that my signature does not signify my agreement with the statements made above. __________________________________ __________ Employees signature Date __________________________________ __________ Supervisor/Managers signature Date cc: Appropriate Union (if applicable) HRS Personnel File Notice of Employee Termination Template MPEA (Date) (Employee Name) (Address) (City, State, Zip Code) Dear (Employee Name): This letter is to inform you that your employment with the ϻ is being terminated effective (date), as confirmed by (our conversation on date or phone call on date). On (date), you chose to (describe the incident and specific behaviors). The above behaviors resulted in: (state business outcomes, the impact of the behavior or performance concerns, violation of policies, etc.) This incident follows a pattern of similar (misconduct or performance concerns) related to (describe these, if applicable). You received the following notices of disciplinary actions on the following dates (if applicable): At the time of your final warning, you were advised of the consequences should any further incident occur in the area of (describe behaviors). You appear to be unable to meet and sustain the performance standards of (title of position) and consistently meet the policies of (the ϻ or department name) such as (list policies), Based on the above information, your employment is terminated, effective ( ). All relevant factors regarding your employment with (department name) were considered. Consistent with this notice, you are further notified that you have the right to pursue the grievance process outlined in Montana Public Employees Association (MPEA) Collective Bargaining Agreement (CBA) within ten (10) days of this notification (see attached excerpt from the MPEA CBA). Sincerely, (Supervisor) Cc: HRS Personnel File MPEA Notice of Employee Termination Template Non-Union (Date) (Employee Name) (Address) (City, State, Zip Code) Dear (Employee Name): This letter is to inform you that your employment with the ϻ is being terminated effective (date), as confirmed by (our conversation on date or phone call on date). On (date/s), you chose to (describe the incident/s, specific behavior/s and/or performance concern/s). The above behaviors resulted in: (state business outcomes, the impact of the behavior or performance concerns, violation of policies, etc.) This incident follows a pattern of similar (misconduct or performance concerns) related to (describe these, if applicable). You received the following notices of disciplinary actions on the following dates (if applicable): (If applicable) At the time of your final warning, you were advised of the consequences should any further incident occur in the area of (describe behaviors). You appear to be unable to meet and sustain the performance standards of (title of position) and consistently meet the policies of (the ϻ or department name) such as (list policies). All relevant factors regarding your employment with (department name) were considered. Sincerely, (Supervisors name and signature) Cc: HRS Personnel File Corrective Action & Disciplinary Process Checklist Manager: Employee Name: Position Title: Hire Date:Bargaining Unit:Process per ϻ PolicyDocumentation Type & DatesInvestigatory Meeting Y/N (date)Comments:Documented efforts to correct behavior prior to disciplinary process Pre- disciplinary Performance Development Plan and/or Self Directed Action Plan completed and outcomes documented.Documented verbal reprimand/warning Written warning Post disciplinary Performance Development Plan and/or Self Directed Action PlanWritten warning with an unpaid suspension or final written warning in lieu of unpaid suspension Transfer or demotion Any other appropriate disciplinary action  Discharge From Employment - The Seven Tests for Just CauseDocumentation Type & DatesComments:Forewarning: Did the employer inform the employee of the possible or probable disciplinary consequences of the conduct?Reasonable/Related Rules: Was the employers rule or policy reasonable related to the orderly, efficient and safe operation of its business?Thorough Investigation: Did the supervisor make an effort to determine if the employee actually did violate the rule or order before administering discipline?Fair Investigation: Was the employers investigation conducted fairly and objectively?Substantial Evidence: At the investigation, did the judge obtain substantial evidence or proof that the employee was guilty as charged?Consistent: Has the employer applied its rules, policies and discipline even-handedly and without discrimination to all employees?Discipline: Was the degree of discipline administered by the employer in a particular case reasonably related to (a) seriousness of the employees proven offense and (b) the record of the employee in their service with the employer? JUST CAUSE THE SEVEN STEP TEST 1. Did the employee have forewarning or foreknowledge of the possible or probable disciplinary consequences of the employees conduct? 2. Was the Universitys rule or managerial order reasonably related to (a) the orderly, efficient, and safe operation of the departments business, and (b) the performance that the supervisor might properly expect of the employee? 3. Did the supervisor, before administering discipline to an employee, make an effort to discover whether the employee did in fact violate or disobey a rule or order of management? 4. Was the Universitys investigation conducted fairly and objectively? 5. Did the investigation produce sufficient evidence or proof that the employee was guilty as charged? 6. Has the department applied its rules, orders and penalties even-handedly and without discrimination? 7. Was the degree of discipline administered by the supervisor in a particular case reasonable related to (a) the seriousness of the employees proven offense, and (b) the employees records of service? If the answer to one or more of the above questions is No, it may signify that just cause for discharge does not exist.     PAGE  Page  PAGE \* MERGEFORMAT 10 Page  PAGE \* MERGEFORMAT 2 Page  PAGE \* MERGEFORMAT 21 Fight blaming, hostility, threatening behavior Flight silence, avoidance, insincere agreement, passive-aggressive behavior How to build trust and healthy team confict: Communicate positive mutual intent Clarify intent and impact Engage in high quality active listening Provide specific, non-evaluative feedback Negotiate and create agreements  Who are you going to call???? Human Resource Services! Seek first to understand, then be understood. Steven Covey Changing this behavior is not really worth the effort because... Changing this behavior is worth the effort because... Forces that oppose this change... Forces that support this change... I do not want to be perceived as unreliable or incompetent. My time management skills are not very good. Other peers are as busy as I am, I dont want to be a bother. I want to keep my promises I dont like it when others do not communicate to me. Forces that oppose this change... Forces that support this change... #$%ABFNOPQSTosvz{|}ౠvo`QMFMB>h-5hud hhu*hThh.B*CJaJphhhcpB*CJ(aJ(ph hhcphu*5B*CJ4aJ4phhP<5B*CJ4aJ4phh`E5B*CJ4aJ4ph hhcp5B*CJ4aJ4phhhTB*CJHaJHph huhcp>*B*CJDaJDphhhcB*CJHaJHphhhcpB*CJHaJHph jhh9\UmHnHu#$%OTopqrstuvwxyz{|}~gdT$a$gd. !7$a$  X]kd$$Ifl0 6$! t 6`644 laytm1$$&`#$/Ifa$gdm1$&`#$/Ifgdm1gd`$a$gd`$a$gdT$a$gd.gdT  5 7 }  P R S    P Q R ŶԘ{{{{s{ogos{s{s{s{s{h8XCJaJh8Xh`CJaJh%ih`CJaJh`huh`>*OJQJ^JhnFhcpB*CJaJphhnFhNB*CJaJphhnFh3B*CJaJphhnFhILB*CJaJphhnFhwCxB*CJaJphhh.B*CJaJph hhT hh-5( 5 7 8 }  z]kdY$$Ifl0 6$! t 6`644 laytm1$$&`#$/Ifa$gdm1$&`#$/Ifgdm1 z$$&`#$/Ifa$gdm1$&`#$/Ifgdm1]kd$$Ifl0 6$! t 6`644 laytm1 z$$&`#$/Ifa$gdm1$&`#$/Ifgdm1]kd$$Ifl0 6$! t 6`644 laytm1 P R z$$&`#$/Ifa$gdm1$&`#$/Ifgdm1]kd$$Ifl0 6$! t 6`644 laytm1R S z$$&`#$/Ifa$gdm1$&`#$/Ifgdm1]kd$$Ifl0 6$! t 6`644 laytm1 z$$&`#$/Ifa$gdm1$&`#$/Ifgdm1]kdH$$Ifl0 6$! t 6`644 laytm1   z$$&`#$/Ifa$gdm1$&`#$/Ifgdm1]kd$$Ifl0 6$! t 6`644 laytm1  P R z$$&`#$/Ifa$gdm1$&`#$/Ifgdm1]kd$$Ifl0 6$! t 6`644 laytm1R S z$$&`#$/Ifa$gdm1$&`#$/Ifgdm1]kdq$$Ifl0 6$! t 6`644 laytm1 z$$&`#$/Ifa$gdm1$&`#$/Ifgdm1]kdԔ$$Ifl0 6$! t 6`644 laytm1    Z \ ]    L Q R &()oqr245jopCHI\_hu*hcp5>*CJaJh,hhcpCJaJh:Ph%ih`CJaJh`CJaJh`L   z$$&`#$/Ifa$gdm1$&`#$/Ifgdm1]kd7$$Ifl0 6$! t 6`644 laytm1  Z ] z$$&`#$/Ifa$gdm1$&`#$/Ifgdm1]kd$$Ifl0 6$! t 6`644 laytm1] ^ z$$&`#$/Ifa$gdm1$&`#$/Ifgdm1]kd$$Ifl0 6$! t 6`644 laytm1 z$$&`#$/Ifa$gdm1$&`#$/Ifgdm1]kd`$$Ifl0 6$! t 6`644 laytm1   z$$&`#$/Ifa$gdm1$&`#$/Ifgdm1]kdÖ$$Ifl0 6$! t 6`644 laytm1  L R z$$&`#$/Ifa$gdm1$&`#$/Ifgdm1]kd&$$Ifl0 6$! t 6`644 laytm1R S z$$&`#$/Ifa$gdm1$&`#$/Ifgdm1]kd$$Ifl0 6$! t 6`644 laytm1 z$$&`#$/Ifa$gdm1$&`#$/Ifgdm1]kd$$Ifl0 6$! t 6`644 laytm1 z$$&`#$/Ifa$gdm1$&`#$/Ifgdm1]kdO$$Ifl0 6$! t 6`644 laytm1 &)z$$&`#$/Ifa$gdm1$&`#$/Ifgdm1]kd$$Ifl0 6$! t 6`644 laytm1)*orz$$&`#$/Ifa$gdm1$&`#$/Ifgdm1]kd$$Ifl0 6$! t 6`644 laytm1rsz$$&`#$/Ifa$gdm1$&`#$/Ifgdm1]kdx$$Ifl0 6$! t 6`644 laytm1z$$&`#$/Ifa$gdm1$&`#$/Ifgdm1]kdۙ$$Ifl0 6$! t 6`644 laytm125z$$&`#$/Ifa$gdm1$&`#$/Ifgdm1]kd>$$Ifl0 6$! t 6`644 laytm156jpz$$&`#$/Ifa$gdm1$&`#$/Ifgdm1]kd$$Ifl0 6$! t 6`644 laytm1pqz$$&`#$/Ifa$gdm1$&`#$/Ifgdm1]kd$$Ifl0 6$! t 6`644 laytm1z$$&`#$/Ifa$gdm1$&`#$/Ifgdm1]kdg$$Ifl0 6$! t 6`644 laytm1CIz$$&`#$/Ifa$gdm1$&`#$/Ifgdm1]kdʛ$$Ifl0 6$! t 6`644 laytm1IJz$$&`#$/Ifa$gdm1$&`#$/Ifgdm1]kd-$$Ifl0 6$! t 6`644 laytm1z$$&`#$/Ifa$gdm1$&`#$/Ifgdm1]kd$$Ifl0 6$! t 6`644 laytm1z$$&`#$/Ifa$gdm1$&`#$/Ifgdm1]kd$$Ifl0 6$! t 6`644 laytm1\_z$$&`#$/Ifa$gdm1$&`#$/Ifgdm1]kdV$$Ifl0 6$! t 6`644 laytm1_`z$$&`#$/Ifa$gdm1$&`#$/Ifgdm1]kd$$Ifl0 6$! t 6`644 laytm11c & F&gd#$a$gdu* ( gd#gd`]kd$$Ifl0 6$! t 6`644 laytm1%&'Nnop*JKLVWxīq#hy hcp>*CJOJQJ^JaJhhcpCJaJhThg h=hcphhcp5CJ\aJhu*hcp>*OJQJ^J hhhIL hhchhcOJQJ^JhhY+5 jhh9\UmHnHuhhcp5 hhcp,SW}TU&o & F#$a$gd#gdc$a$  & Fh^h` & F&gd#KVWxy78pqNO% p q !!!-"." & F & F#xyDQVo`% p q !!-"."u#~###U$V$W$$$%&&&&''''''9(몼Ǫ몙몇xǪhu>*CJOJQJ^JaJ#hy h'>*CJOJQJ^JaJh=hcp5\ h=h*ahhcpCJaJ h=h*7hh'CJaJ#hy hcp>*CJOJQJ^JaJhg h=h0f h=h 4 h=hcphhcp5CJ\aJ/."K#L####$U$V$W$$$&&&&/'V''''''''V)X)gdY+ & F`9(?(V)W)X)))e.f./8/X0y0v2w2y2z2222B3C333333|qiqeWMChhcp5\hhnF5\jh9\UmHnHuhg`*hgOJQJhhcpOJQJhu*hcp>*OJQJ^Jh.OJQJ^J hhcphhcpOJQJ^Jhhcp>*CJaJhhcpCJ\aJhhcpCJaJ hh#hu*hcp>*OJQJ\^Jhhcp56\h.CJaJ h=hcphTX)))))Z,[,,,--d.e...///001111u2v2w2 & F & F & Fgd#$a$gdu*w2x2y222B3C33333333333333333333(gd'($a$(,$a$gdu* *$333333333333333366666f7i7p7q7r77777:ù}tpeWP hh? hu*hu*5>*CJaJhcp5>*CJaJh(9hhcpCJhu hu>*hhpaJhhcpaJ hhphu*hcp5>*CJaJhy h.hudh#OJQJ^J hh#hh#OJQJ^JhhcpOJQJ^J hh'jh9\UmHnHu hhcp33333333333333'4n44465c556S6e6z6- & F (gdp$a$gdu*gd.gdudgd#z66666(7g7h7i7j7k7l7m7n7o7p7r7777j8k88gd? $a$gdu*gd. (+dh- ^`gd- & F88m:n:m;n;;;;;<<<<$=%===j>k>Q?R?@@BWBXBYB$a$gdu* & F"$a$:3:8:=:D:E:L:n;;;*<.<>>>>>>1@2@BBWBXBYBEEQFRFSFTFUFXFZF[Fɹɹɹɹɱ{ocWhh? 5CJaJhhfKi5CJaJhhcp5CJaJjh9\UmHnHu hhudhcphudhhcpCJaJhu*hcp5>*CJaJh.CJaJhaWCJaJhudCJaJhudhcpCJaJhhud5hy hcp56>* hhp hhcphaW hh"YBBBBBCCGCHC|C}CCCCC&D'DDDEEEEERFSFUFVFWF$a$ & FWFXFYFZF[F\F^F_FFFFGLGGKiKDLMMNMxMyMNuNN/OOO & F & F$a$gdu*gdcgdfKi[F\F]F^F_FFFuGwGJJvKwKKKKKLLLLNMOMxM-O.OOOOfP{wj\UMhhcp6 hhNjhhcp>*OJQJ^JhhcpOJQJ^Jhc hhnFjhm10J36Uhhcp0J36hm1jhm1U hh9haW hhcphhcpCJaJhu*hcp>*OJQJ^JhhcpCJaJhhfKiCJaJjh9\UmHnHuhhfKi5CJaJfPP|Q~QQQQRRRRRRRR SS%S,S9SESFSnSSSSUUUU;V*OJQJ^J hh9 hhcphhcp5CJaJhy hcp56>*CJaJ h.6 hg`*6hhcp6hh967O}Q~QQQQ$RRR%S8S9SESFSSSTTTUUU(VV%W&W)W & F & Fgdw^gdg`*)WLXMXNXOXPXqXrXXXYY"Z#Z/[0[[[`\' & F hd^`' & F' & F h^`' & Fd' & F hd^`%d$a$gd.MXNXPXQXqXrXXXX Y"YiYqY Z!ZZZZZZZZ[[,[-[.[[[[[[`\m\y\\\]]ɽ{{rbhhcpCJOJQJ\aJhhpaJ h+aJ hnFaJ hRtnaJ hJaJhhcp5aJhhcpaJhh.5OJQJ\hcpOJQJ\hhcpOJQJ\ hhcp"hu*hcp5>*CJ OJQJaJ h.5OJQJhhcp5OJQJhhcp5&`\\]d]^^^___ $h$If^ha$ $ $Ifa$ ' & F gd. ' & F ' & F hd^`' & F hdd^` ]d]f]]]^'^^^^4_5_Q_R_T_U_X_Y_y______aa b b9cYcccccccccccdddddddиаuh.OJQJ^J hudhudhudOJQJ^Jhg`*OJQJ^JhahRtn hh0 hhcphhcp5hhnF\aJ hRtn\aJ h.\aJhhcp\aJ hnF\aJ h.aJhhcp5aJ hg`*aJhhcpaJ.__\``pp & F P$If^`Pxkd$$Ifl0qmi& t0%644 lal``2aaappj$If & F P$If^`Pxkdp$$Ifl0qmi& t0%644 lalaaabmV & F P$If^`P & F P$If^`Pgd0xkd$$Ifl0qmi& t0%644 lalbb6bRbpp & F P$If^`PxkdX$$Ifl0qmi& t0%644 lalRbSbbcpp & F P$If^`Pxkd$$Ifl0qmi& t0%644 lalccc6dmm & F P$If^`PgdTxkd@$$Ifl0qmi& t0%644 lal6d7drddpp & F P$If^`Pxkd$$Ifl0qmi& t0%644 lalddddpp & F P$If^`Pxkd($$Ifl0qmi& t0%644 laldddddddeeefg~vtndbbb( .-DM (L]L$a$gdu*gdudzkd$$Ifld0qmi& t0%644 lal dddddeeeffffffffg%g-gTg]ggggggggg|ncncUIUIcIchhcp5CJaJjh9\UmHnHuhhcpCJaJhhcp5CJ\aJhhcpOJQJaJhhcp5\aJhhcp5CJOJQJaJ"hu*hcp5>*CJOJQJaJhhcpaJ hhcpCJOJQJ^JaJhu*CJOJQJ^JaJ#hu*hcp>*CJOJQJ^JaJhu*hcp>*OJQJ^Jg%gTggggggg h*h+hchmhnhohhhhhhhhhii>j( (#gd. #^`#*gg h(h*h2h4hbhchkhmhvhxhhhhhhhhhhhhhhhhhiii>jEjdjojkkkɿsa#hu*hcp>*CJOJQJ^JaJ#hu*hz19>*CJOJQJ^JaJhhcpCJOJQJ\aJhhcp5\aJhhcp>*OJQJaJhhcpaJ hhcphu*hcp5>* h.CJ\hh:ZCJ\aJhhcpCJ\aJhhcpCJaJhhcp5CJaJ&>jdjojkkk!m"m+m,mmmm?nnnn-ogohoo#`x^``gd.#$`x^``a$gdu* #8x^8` #`x^``*$a$gdc*gdu*%d(kkkk!m"m*m+m,m4mmmmm?nFnnnnn,o.ogohoó~~~~~~v`L'h.h7k 0J@5CJOJQJ^JaJ*hu*hcp0J@5>*CJOJQJ^JaJh.CJaJhhcpCJaJhhcp5CJ\aJhh35CJ\aJhhcp>*OJQJaJhchc5>*OJQJaJhh3>*OJQJaJhhcpaJ hu*hu*hcp>*CJOJQJ^JaJhu*>*CJOJQJ^JaJhoooooooo-q6q8qqss)tttuuuuݢݍ{jXjXH;hhcp5B*phhhcp>*CJOJQJ^J#hhcp0JACJOJQJ\aJ hhcp0JACJOJQJaJ"hhcp0J@>*OJQJ\^J)hhcpB*CJOJPJQJaJphhRtn0J@OJQJ\^J"jhm10J3OJQJU\^Jhhcp0J3OJQJ\^Jhm1jhm1Uhhcp0J@OJQJ\^J#hhcp0J@>*OJQJ^JaJop8qqr\stuuuwww wXwYw y y yzz}|~|}} h7$8$H$^h & F!7$8$H$gd7k gd37$8$H$B & F )uvwww w!wXwP~ÁāŁ߁,-Ʉʿuj[TKAhhcp5CJhhcpCJ, hhhhu*hh56>*CJaJh7k 56CJaJhhY+OJQJhhY+CJOJQJaJ"hhcp5CJOJQJ\aJhhCJOJQJaJhhcpCJOJQJaJhy hcp56>*h7k hh3hh3>*CJOJQJ^Jhhcp5 hhcphhcpB*ph}O~P~Áā߁,-PQ$a$ ! $ !a$gdhC^gdY+BgdY+CC & F! h7$8$H$^h & F!7$8$H$Ʉ'()*aeg͈ۊPQWэ=I[m O` +Өӹӹӹӹӹӹӹӹӹӆ|u| hw@$5CJhhcp5CJhhQ5CJjh9\UmHnHuhu*hcp>*CJhu*hcp5>*CJ hw@$5hhcp6hhcp56hmHhmH>*hhcp5hhcpCJ hhcphhcpCJhhcp56CJ.()*fgḧ͈kbڊ & F & F5$7$8$9DH$ dh ^`,$d%d&d'd-D M NOPQڊۊ OPQMэ=\P & F5$7$8$9DH$$ & Fa$ & FP,0156789:;<KL"#()+,-.^$a$ & F$ & Fa$ & F5$7$8$9DH$+,/149:;<=KLِ"#')*Ow@NVXnpq cdO⍆umh hH+5hDwhcp>*h\hcp5>* h\5>* hhDwhcphFhhLO5 h5cI6hhcp6hhLO5CJhu*hcp5>*CJ hH+5CJ hmH5CJhh&5CJhhcp5CJ hhcpjh9\UmHnHuhhcp5'./0123456789opq2^ $-D M a$5$7$8$9DH$^gdDw & F5$7$8$9DH$AcCDjė.NO[\mn$If$a$ & F85$7$8$9DH$^8 & F -D 5$7$8$9DH$M  -D M OZ[\lmoq~iәԙݙʴʦo[[PDhhcp0J95CJhhcp0J9CJ&hhcp0J95;CJOJQJaJhhcp;CJOJQJaJ)hhcp0J956;CJOJQJaJ#hhcp0J9;CJOJQJaJhu*hcp>*OJQJ^Jhhcp5CJaJhhcp5CJ hhcphhcp5h\hu*CJ$aJ$hu*hcp5>*CJ$aJ$hu*hu*5>*CJ$aJ$nopqrstuvMkd$$Ifl  FGk '8 $   0      44 lap$Ifvwxyz{|}~$If~SMMAAAA $$Ifa$gdLO$IfkdC$$Ifl  FGk '8 $   0      44 lap˜ØĘŘƘSMM????h$If^h`$Ifkdd$$Ifl  FGk '8 $   0      44 lapƘǘȘɘʘ˘̘͘ΘϘИјbkd$$Ifl  FGk '8 $  0      44 la$Ifh$If^h` јҘiԙDE`a 89:;^ :^` 6^` 8^`$a$DEac9:;xܜݜLTprABöÞÖ֖֖΃΃xkaWahhp6\hhcp6\hhcpB*\ph hhphFhhcp5B*\ph hDw5hhcp6hhcpB* phhhnF6B*phhhcp6B*phhhcpB*phhhcp5 hhcphhcpmHnHuhhcpCJmHnHuhhcpCJ ;ۜܜݜ56 Fcy$dd$7$8$H$Ifa$ڞ45 EFxy !Mkmxºܬܬxoxohah hh== hhLhhcpaJhhLaJhhcpCJaJhhcp5CJ\aJ hh\hcp hhcphhcp5B*\phhhDw5 hDw5 h[5hh[5hh,5hhcp5hhcp6hhcp6\hhpy~6\#gXXXXXdd$7$8$H$Ifkd{$$If4\! !& N 0&4af4j[[[[[dd$7$8$H$Ifkd%$$If\! !& N 0&4al]]]]]dd$7$8$H$Ifkd$$If\! !& N 0&4al]]]]]dd$7$8$H$Ifkd]$$If\! !& N 0&4al]]]]]dd$7$8$H$Ifkd$$If\! !& N 0&4a lfd__ddddd & Fh^hkd$$If\! !& N 0&4a HvwxƢǢޢN{| ^ & F  ^`:68$a$gdu*ƢǢ΢ܢݢޢ EFLMNѿ{ofo]OC< hhcphhcpmHnHuhhcpCJmHnHuhhcpCJh 'P0J95CJhhcp0J95CJhhcp0J9CJ&hhcp0J95;CJOJQJaJhhcp;CJOJQJaJ)hhcp0J956;CJOJQJaJ#hhcp0J9;CJOJQJaJhu*0J9;CJOJQJaJhu*hcp5>*CJaJh hhL hhY+xyz{|nr:F~:"#$')678ΨѨҨ쯨–umhhiL5hh6\hhcp6\hhcpB*\phhhcp5B*\phhF hhcphhcp6hhnFB*phhhcpB* phhFB*phhF6B*phhhcp6B*phhhcpB*phhhcp5':;<!"#$78ΨϨШѨҨӨԨը֨רO4 & F$ & F<^< & FҨԨըרۨݨUOYޫ[ABDEFʹ͔͉ͭͥ͡~sgVV!hhcp5CJ\mHnHuhhcpmHnHuhhcpCJaJhhY+CJaJhhiLCJaJhhcpB*\phhbhhG5 hhiLhhcpB*CJaJphhhcp56 hhcphhcp5B*\phhhcp5 hDw5hhiL5hh==5[\]&BCDEF8$a$gdu*gdY+h^h & F$FGLlį˯ƴ{{pd[dRDhhcpCJmHnHuhhcpCJhu+i0J95CJhhcp0J95CJhhcp0J9CJ&hhcp0J95;CJOJQJaJhhcp;CJOJQJaJ)hhcp0J956;CJOJQJaJ#hhcp0J9;CJOJQJaJhu*0J9;CJOJQJaJhu*h 'P5>*CJaJhu*hcp5>*CJaJh5CJ\mHnHuįab{|EFײزٲڲ & F<^< & F^ & F  ^`:68ab|BCDEF8<[\]s|زٲڲB\mopٹٮ٦٦٦ٞ잹䐃yoyhhh6\hhcp6\hhcpB*\phhhcp5B*\phhhcp6hnB*phhhnFB*phhhcpB* phhFB*phhhcp6B*phhhcpB*phhhcp5 hhcphhcpmHnHu)bŸz{|Ժպֺ׺gdY+h^h & F%}~KozvwyzƿТОБЊ~m_QMhu+ihu*hcp5>*CJaJh5CJ\mHnHu!hhcp5CJ\mHnHuhhcpmHnHu hhY+hhcpB*\phhbhhG5hho56B*ph hu*56 hP56hhcp56 hhcphhcp5B*\phhhcp5 hz195 h 'P5hht5׺1234[wxyֻ̻ ¼ü #$a$gdu*h^h@A!"#,0=>)*+]^_`lmʼ|jY h3hcp5B*CJaJph#hhcp5;B*CJaJphhu*hcp;>*OJQJ^Jhu*hcp>*OJQJ^JhLCJaJh3hu*hcp5>*CJaJhLhu+ihu+iKHOJQJ^JaJ$hhtCJKHOJQJ^JaJh]D hhnFhF hhcphhcpCJPJaJ"ݿ޿!"#34DNgh$a$gdu*gdu+i 5$7$8$9DH$h:;34)+^ $$Ifa$#^_`l|o dd$If[$\$skd+$$Ifl/'`'  t 0`'44 lap $dd$If[$\$a$lm~ dd$If[$\$ekd$$Iflt/'`' t0`'44 lam QTUABhiuuwxy{|ȹȹȹȹȹȹ赮~~ss~sshhcpCJaJhhcp5CJaJ#hu*hcp5>*B*CJaJph#hu*h%dg5>*B*CJaJph hh%dghLhhcpB* CJaJphhhcpB*CJaJph hhcp5B*CJaJph hhcp h3hcp5B*CJaJph-yy dd$If[$\$xkd`$$IflY0/',4 t0`'44 la vvvvv$dd$If[$\$a$xkd$$IflY0/',4 t0`'44 la P2 & F Ldd$If[$\$^`Lkd$$Ifl\ /'  T@   t(0`'44 lap(P7kd$$Ifl\ /'  T@  t0`'44 la dd$If[$\$ & F Ldd$If[$\$^`LQU77 & F Ldd$If[$\$^`Lkd$$Ifl\ /'  T@ t0`'44 la dd$If[$\$QRSTUU7 & F Ldd$If[$\$^`LkdR$$Ifl\ /'  T@ t0`'44 la dd$If[$\$U7 & F Ldd$If[$\$^`Lkd$$Ifl\ /'  T@ t0`'44 la dd$If[$\$U7 & F Ldd$If[$\$^`Lkd$$Ifl\ /'  T@ t0`'44 la dd$If[$\$Ab``P$dd$If[$\$a$kd$$Ifl\ /'  T@  t0`'44 laABC^hqq$dd$If[$\$a$$Ifxkd$$Ifl/'`'  t 0`'44 lap ytu*hiuobb dd$If[$\$$IfkdB$$IflF /'   t0`'    44 lauobb dd$If[$\$$Ifkd$$IflF /'   t0`'    44 lauvwuobb dd$If[$\$$Ifkd$$IflF /'   t0`'    44 lawxyz{uobb dd$If[$\$$Ifkd$$IflF /'   t0`'    44 la{|uobb dd$If[$\$$Ifkd\$$IflF /'   t0`'    44 la|!"5y{|} GiƵ~ƵhLh(95CJaJhu*hu*5>*CJaJhcp5>*CJaJhu*hcp5>*CJaJhLhhcpCJhEFCJaJ hhcphhcpB* CJaJphhhcp;CJaJhhcpCJaJhhcp5CJaJ- !uobb dd$If[$\$$Ifkd$$IflF /'   t0`'    44 la!"yz{uobb dd$If[$\$$Ifkd$$IflF /'   t0`'    44 la{|}~uobb dd$If[$\$$Ifkd$$IflF /'   t0`'    44 la uobb dd$If[$\$$Ifkd8$$IflF /'   t0`'    44 la uobb dd$If[$\$$Ifkd$$IflF /'   t0`'    44 lauobb dd$If[$\$$Ifkd$$IflF /'   t0`'    44 lauobb dd$If[$\$$Ifkd]$$IflF /'   t0`'    44 lauobb dd$If[$\$$Ifkd$$IflF /'   t0`'    44 lausssssnffagdL$a$gdu*$a$kd$$IflF /'   t0`'    44 la :;"#!";< +0$d %d &d 'd N O P Q ^`0#$d %d &d 'd N O P Q  :;@MNPQSTVWYZ[\bcdefglmrh`hWOJQJjhWU*%h9\h9\5OJQJmHnHu*jhWUhW5OJQJhW5OJQJ\ hW0JjhW0JUhWhm1jhm1U hhcphhcpCJh\hcpCJaJhP5CJ\aJh\hcp5CJ\aJh35CJ\aJ%<=>?@ABCDEFGHIJKLMOPRSUVXYZ[d&`#$!gdwCxdefgn^$$& #$/Ifa$okd$$Ifl4F`'$ t 6 6   OO 44 la C$& #$/If $& #$/Ifh`h  hi̹̹~~shhWOJQJh'hWOJQJ^J(h'hW56CJOJQJ\]^J h? hWhWOJQJjhWU*%h9\h9\5OJQJmHnHu*jhWUhW5OJQJ hchWhm1hchWaJhWhW5OJQJ\*wjw C$& #$/If $& #$/Ifgdcgdcokd+$$Ifl4F`'  t 6 6 OO   44 las$$& #$/Ifa$ $& #$/Ifokd$$Ifl4F'$ t 6 6   OO 44 lazmz C$& #$/If $& #$/If !$okdU$$Ifl4F'  t 6 6 OO   44 las$$& #$/Ifa$ $& #$/Ifokd$$Ifl4F`'$ t 6 6   OO 44 lahi}p - & F^`&dhgd? gd? okd$$Ifl4F`'  t 6 6 OO   44 la FGHIJM @ABde12ͷ͍͡ͅxx͍xxgg]͍hWCJOJQJ hQhWCJOJQJ^JaJhQhWOJQJ^JhWB*phhWh? hW5CJOJQJaJhW5CJOJQJaJhW5CJaJ+jh9\h9\5CJUaJmHnHuhm1 hhW)hhW56CJOJQJmH nH u#hKl56CJOJQJmH nH u&FGIJ @Ade1 & Fh5$7$8$9DH$^h & F,$a$gdg`* - & F^`12M & Fh5$7$8$9DH$^h hhcphm1hLOhWOJQJ^J10:pud/ =!8"8#8$8% 9 0&P1h:pud/ =!8"8#$8% 9 0&P1h:p-/ =!8"8#$8%= Dd$Ht  BA?hrdoclogo_newPicture 1C:\Users\ann.guiditta\AppData\Local\Microsoft\Windows\Temporary Internet Files\Content.Word\hrdoclogo_new.jpg"R.Fx+ܟ D,FFx+ܟJFIFddDuckydAdobed8s     ! 1"A#WQa2BRw9qђ3$(8xr%&V'X: !1A"Qaq2Bb#3rTRsS$tu67C4%5U8 ?㢊:(:(:(:(:(:(:(:(:(:(:(/:q`´JoѤsHmpalAҍOmTةITM|oHG65q=|'ËghuO7QE쮧T)22WUq?ⶏN~y+wWQ?ⶏ^qNeW*R.݋r3 -ZY~c܏NeÏ;!Ɠ% 崲e 7 MA~v8{gVpX'LAApsnGq2L+k|R骙Um/hgڒdbe# &>xxg&xߚR}_*6;{C& b vǣ?I ֮̀8\Sy};ԇ{QU?߱Ӧ6Ì$e\xFŶs8Jl7 BN.ڃkD,Rq?'( jLn d<,1UMRƫl?̧<̗vosU]O7AǷ56Gh@cu]X:סK(袎(袎(袎(袎(袎(袎(袎(袎(袎(袎(袎(袎(袎(袎(袎(袎(袎(袎(袗M6'-?JTIJz$WErvf3*ARf'W#d3cꏹ*}MyOZmMJ666~clu#ݑ4ݤ^5d&$G)pP9Js aNPU>3غ9So ˥%9ב|O* Z~^kk"5JXiyG>zȴ4|d-ɼ;Lk}Riij753{]*`zLNaU-J)t)81="&[ahq789Cv#1gBS=.EuvhMӶldmn)":V!ԐǰL;ǧf}P@j>vݿ'v`9yh (=Mty&rK/11k %o/0N-k~7ȶtT NTR`*mݲɹ`t,TDFH]^ 3Iղn"apM^|<'"`RJakcnvN!έEk){ʢM] ^e1=CI$*s\S'E89"&R_8}/8m7I#P5ܯǧvűH,Ҳ }APcYTIN4knɟY3IzT.ZiUˮhV)d'8!)$\ U<(&IpH<:\R ͬ2򶍡8!qQ JR([9f X̫'.WGrzR0"rmjI?qP.G~mҷ4\/nBOSVXұhZ$:7.*5,ɒ.$`4jΝ9A5P0\^V 2p̀d$ 9jLֿm4+f X.-!(+BZRLf-῱ʰ<~y X\Q *bg] SrYS@`xZckٝJ^/[A8vpvJHDƩ" nP `X ڶ} f@Ml '+4n'p4xɲ;,u93J4~U JpXШ p"GN q-{YMkbyoUukA8ytz;{Uov5ow ޤWHO%%$ZǠw2rOQaŲ`&;V&:)C=䍤pgc`'iCnnBuVeٽg-!Sh4H˶eID"-,ր[.g<7M7!eڬN #|zZ1'#-VI+W3v[GURE~TN^uV 0"`[0JvL}'p+ˑ#Y.zX_PDzQ%4ȩfJ>]zoe,QeW`#=*ӸkAg`=Ti DʐEY}KHC\V{w^m#^+iտ8TMp7r+1I"Źbz#(;{wC5P{\<g%)9!S1L bLS@}@CXqO¾ ;8DqӿE'O:7D cܘݿ0裥p$ڵd\Fqn:.ft,_ᣄQz);DHYRAAifx՚{5e?%,'fjj+nq瑾g-"e="WU7}$X!oNN&[~dga{LC)q[0-~+6iC&arF6 *ɨe`aIv16'YAϛ$BCڴaN@ֻqmyGBj5{< \N+;Qt>hNF~ۉ,ꫪr]tƆl`ȃC1K!]HD 4FU]IBAJ*1?35axHj^a+bYg( 4`ųKan. kIcr.*>5nS9s^kYZ 7J.[\mJV:o4iaP[T)*}@IN<ȱGx\~K@f+*uP1&0"?_rLoaG2;S~:G氿|/BIBe;L>pjbA㨈J[/GH0Tz#Qr `Mj;޹#Oyi4ƶlǥn0xkz)scGh [M?X< 4Lj@-yAE!_ʇ0|ޯz$0~g?oLLV)?Ut)zSَv/Q2%_O.Oޱ6~M.FH]Xh d[]n_m~,w2}ݻ]co~ '?y\[ORZܯc\|Xއ jJO]~ljϜ fBu_R0KpWy{NZg>:fG}^siBQx\E |B<\7ET v!=5/%᜗147>9ʰŃN  M.Qs.c>Olq, g&GԼLu>6sKb;\GE:E{]ƲM'&TUptWΡ8#edl8͓+Mg Y0qk\s}/>c_Hy5w_8`K]gZ۩ У%XMDV*XȗpED J>&6;oyyl=L]uz쥾聏O ˷7^=˚kWY3,%g]0j(T"!Z>~rBsw7q" HQsXF՝nPj}(~*TS^N@i.p/sJ@1"LM/ܑlX5?|Zu9QS(w2 Pꦼ+Pu}":Q*,\vI;LQ2$+oZ`rw7N.֭gm 1y!,oC/:9px˥>l; ؓY޿CVs:=-jsMYd3C_t*eK4׌E`P:šdVi\3*GrX#[k^ռidO*7Tgzk1DRUz-Uf5;p0WD%zwLl$EMl$M(^{j@-|M]2&ʝ0z¥|p} BMEY&r]A35q#ȹvSbqgȒ0 ܪ_SXư@?bxmu6_656kWXX 9t܊*Q%*bf9?|=RMǐd FZө+dD{#hY6RYvX;׎X*4ܫ* ޸ǓMf@&lCzio@Vx'rgu&O8rV?3 ]cU"q6+lEM¨ ֶ'U~7< sw(L!ÐMKyZ)G>#n^IJHZݑ7njicXtCYDT{'6.;6 ܄&bv?!r|'X-> њg(6*i[pƤV+=VȺp֟Q0XJ'H ڙ p!Eڴ7,lU@Mwr&c E\1~~Xk\bc7:hsEH@Y&瞍!!$:HQdR:dV5a>4~hd6D㤲3H۾nEHjr=kvNڨǶ=dP.OJ8. x]Re/y]HNC Z/7>0yARp|35}uW1Jcb$gޣ' <@%9QA*`zՖ_ҷɳV8巡<#GM}:nc#$?Z{ :ٸem0wqpaAYduDce'uX:ȪNɤd$4 =f᭹dG%/iBfGKT21bh'Aq07^'ȶ\l325VIEsd"g7c)|}>%:,&&^eW:}, Ho:|ef5뉊WUħHN^׭'qq6˷WQU'jjt6aotH20ٯ_:-7bMm\![NA܇`1]؞I}< ?(1waX]M[^Y<{pָ,.+ayl Շ[Ѡъd T;:D2Hn| |Ǎv?l4m/n E+)u N#S։V|SPl;j(֗].tf*`j7pp6g&(SIȫbncG,zA?.QEQEUo90i:O2f]"nj&m|™>PkGo7SJҌHG]վۖ"-r 8uI-!u1\$rJՐTYWi5K}VƿQD3Qq-YQD9 N"OөiSe>D#I$TxOԽ;2ﴜy9bfGܩg Bi+vy+]v6Q;}g$cd `/-]+6O`;M*:ĮΚHZfK{pҐ1d~{(jLGwBDȤL(RR{&vJo&)*l :\.GzqVYJM3 YO_Opą*Urϕ̒3 YHL*V4>َjeΥ>oiab3Ƿ1Ǭ&GPIF:!lXx}6>F,81Bi N.S9>?LcL9 )łZ&irU<5zw G,0^=,Y@qU\Wx2_"I+$Jm,}@ԨR{c$ՈڪljYqf[ʽzeV`D,a85XZu5MXL kCrl= ˑfR:efd)3"gZ-7W MzP(Ev/Uſl)lg\<3ZY%RPYD#mUbٳmcmgyQh@sN.hҮB"s LVSWjߎ1"QH,Aw k+uQIo2I|fߵ|_EUם-?[$Z=y{]z j-~3؇M'KrM-Pϗ| Xdd`#m MY1kQ\+۸t.ƒ5v<~dF|i;sGhE: Ta\@Ģ& 4+UP#6ۗskXO0iÏW\ҷ-_Τr jM|l>]-^Y4{$`@0&pJRq-y:uwVAe/$y'ftg&8hnP8!soA@{COFVCҕH*̍ONQ޸e_k5JKZdU1~+U` ݒ dϴZm!~x}LfK-SKa{ Zְ1]c1&*6R:DȁLXl!IaR $}]YA*&;V4#<=oS6Hk¼[ 39qȕtTLinRl;qe'QY$[JF`I Բh*9[Iu寭T)m_I5+f1~Ϯ0Wg5ޙ)С3YAғ2BǮIiQ/`d8[n{͞#E$b6HGhV$*` *R+ܸcuȉM78RmaYn}L&]l,UP.ʏTkpM~ܥWh\k)@HH*q.Ref3%eU$R7ϔT,E ;X9U/Xn eGKWTӪ_o8O P7;~+ȺeRk1֬Z܍vKZcm՘EPegAEQ+@zzUKyڻ1w.4XlYed`F(nTrS3xT6m! xiJPIA^HXޠ&#$-uFmp FCT)r䌐]"u FRMð|t{tW]xӱldoT>Ka| 7s9%S O'*w!]:j]$nk%ʲb7e1>űձܿKNJ2:ӹoӪJ]GEY;EfF b Nnɏ`e-f-a8*ls>\e IOSe'l[6uM}+^tDmv57d٢+R.떸O%'-TekL0( `;:=̉\ u`@d)E-ҭ\x|i5y5 驚Cdxv/LR\ ߜ>ü̢33ݴR룑U#9ՂS&uUtI1(/f3:sd}Gjȯ'glԒI=vmly(lߴ۬(Y%!/zyʋM{_KpT2qb&~U}!\Dq}.^@3{*"Y[8?M,$UV9yEL&*YOǸ'S6D2Ö0C;֒7 ы*2g|D\pX٧+^;Պ5繛՞GI0TEU0G'9GęrwȲPٕVRˆ뻌CDViMj~ 5IRQ{5O"yzdC~9æt_:d$D0V E\Yǡ o#T;s s&IY7YO>CeW/ N4mfe T6iXE&dZU2Ƈ@ Aζu##/l@?uʂ+u{B\+8"ӥ,,ܫdָNҤyb#c:P@7G4_5k>o > CkxBm:G_Y1iv}nay- jJ)c`df˒RE;*FHkߥo;&úq8jqGy# Fіް 4LGP.C$yRkxYwUO2vHǕös%J8 %9QUhVߘdg NA?J}??gyEH|a*8em"i`~ ?$~azʴG~>9|ݲ,ܳNҰձ2pғHdzܳrݻɫR$۝cۣ\?Q&ij4ճٱʱG_#)<,?Ep_ji-ZG9izw ãc|q[v*sϙj؊JELD>A`geA2-zϝNY-S ƍ!GQz@f>pV/|~*qVHA[ V/M @'*ռ G>^ )jֶVqY%' hufwcv챖:d:nGU[܍3|Uo>x;1x!=O{J[n&H,\DԛZOrm\2\jۿ;b`1iq! v |M-ӟQ9ƞy?)Dݪ&clg׸hm+B&Rf=-h@* r|ẎT4MӰ✟Mgn4ʋ$fEB$K@z4=7D(cKu0qxuU].#gPUPneHuy;n$ʂD[Pn{9Xmm%FC2-{ZELM#j;mCf1&j-њý8hAYTzL^N-";$j_|iy6>Klm^VSB|=bHWYgΪiccPȲ!(=C&40 !18ԆXZo2vX|?>5H },Ty׎hǿAN`gnH'۹H$0 )G?OpDn-"\GR7o\̹3z%c8y%jRoU:D}zvG=W-G X@U3m8n6W%՘x#w,CUo=7 tO|c-<:6Gq<;SSDO]cj}X׍*%\3U04n n𿅺V ny`h). PLjEjضH*ZG ~D&V᫛ :ل]CP,]cTT$ doHnvY5!Q X:zQ^$"|7;WUz6>^.nd3 ´9ؖFz\a{'Oo0~ʋ@1)׫wz:y[ٖP9Mce%uXr3-xKHGF¢D9N"s 9"xט7_uwȓl&I}:JG 9p?y)hR{v)7IJRl˿PU,IEV S^ܷ^/m_n#ČAn§, /*)RBw˟Zzr^)SQ3' C*TSM6]pC&TzgṫkVܡo&G"Npaģ1ht4>Ul'' uG˜sq6+G+(ӵ&#ѼHUP`Q+Q!:*N\/am>ܮg;e0Xĥe T鰥;$s.Q*oJuf]ahv'1ЙmwBcpl؎ѯWdE7K\&.tnOrl~2,(-*g i u@VtܮWѳB٩w>P4K j7/PtQx1OHΡO a7q$Ey{pϟ2{gGbkt>J:(k7?:|ȳƧެtEV$M'Z Hޓ|E|t2# yW}q6i7,ӧ$H ~B]<,gW نT~$|.dPPXB$J(CI׏GQ}5~x~^7lu΂úYn~,]|r|©-y oYXYjnaEr z-thMD܄Qeq ($swOO,|u}7ļF#!.cXBߦǎh-9;eKtٵbQ}U29{YbT]WK%DQ'ǯu]s>/4`&"@ڐ<5*4_틾)ܠl7FJ+Qnڕ<ܶcg AKH<"~,7>78! c,\{ <3Ll8 Vi nU8X8I$xG4YJ1A?h{{÷]f6|6H`n0] yb[ 7$0٣ex-IfcfX}fs*RWZp3ȸ{JXEX?^ݥ٦D}7x6$t@b6LN1{qU-:g~9;Ρܒsj) ~͕3sg W$Ȉ?l ߁ r~>%x$?z>ˎl Z}Tռqj'PxCZc+#_ijE*=5t30a 5Kؘ_zb洁Ibx+xkT97;.^P0dq0ywVvtOA&(4,_?c7SyXqcXP!mbʝ_?mv_,Ӫ,TFAŻLM^͢v~F^00z5QK߸l[w20$iiy8Ο<7ZpKKRR,čumHj.H7_Y '?w- edVHxkyd:~YZZ^Z]A/ͬO/mXۢ*Wk͌˞\WQ% b$R"LJtbau̅C}&H;h2 d"4i7z=}"!1D,Ga)QxP{H =O?uܬOJo)d^µY{sknMQP5J( ]#"Z#}bnl6,s8."=P?T{25F,lFqk,-پ}d94ŭTJ'N&Ae@tRC'p/U,+̞GckPǛs!~#È̈Lcz;q1ӧ#ӱVj^eyY{FrFBn}g]tyt~MQw3K @s:I&q1[u8O!>k{a۱X7ټ$4ճ-WҳʩP<޻c\zi8t'"ުFkyPr$hEMwTŘx=6qsi'hչ7۳暪7G:快5}M?赲᰿>Աҳ_E%ٰԱ:k+"մ18D*SDٶٳ*<,X=sFƐG&F 2"^TK{wۿE1Cy?\eX?pKjk]6?֑gna^eWk7-I]`?K{=+dLCDʢg)'MB&rLSCI{hohn eVw ctpN8b$3{v'VvS eVk[QQ齅D kv5O\]UR#=veݙ09@}Opө*ɦ+1<:WsQSFfS<4{\ӰS`X5F\tT0.;v"'gc;\"J nm]ﳑ&*C㩇A#,qSS=!%sQK˜1!M:T޴ジPaȰ*{t[ # g ?+^WZGza׏[|h2 J3V]*fPCR^Bԫo;{)!u+[ʽqs߿$1ǾxQ)߬X}-b)|fSs u=jU%ϻ}!0IGS!C8נHu-l/.* d~}kU/4}6[ ZU2'I2YQh e"U!۸u r2'G$9 |=<󏮡qqR!–g`U d^,^.(iԱtZ+Ea1>{wM@S¬0ӿ P4kQKMa$rL"Og jؓM4. oтb?K]\#D,*aq\cgwi*̖du4rWRu"Ngp?d6=;gkj<|ܫM_4Jh0s} d QPB鬡|+3r׉K."->-b f[7Oqn/Up_v=ŏު*3#%R IVo EDrQoIm7=m-drVv j=懍ol-rbf^WZ˵YR>ٿ̏30<jRNUv^}I2$M f~s˸d8Oy{9X,Bju Ii|? JVŕ#ד lz~%=0DTbYEZH ݌csgfvE5ɹ/xۆNjg(d QtU%m"ؼAxxApBnx8m^/5-7AYN.]^Y3G?s}pHͣI]D B~drh8}ehce F\f5ʏKNER535;^^&X(NQZxsΘhKdEFYx޹gآ[Smnxfa zx5lQ xx,qsԹ3̭EJN:E]0ӦoX(_YCio;7ɛZYuPGKMU>Խ۴2үZ7#鳧G=R9]ESlw8ǍH8ck"Xv`B7\ _*0Ns_.1WQq5UKKAXt|-GFlfl 6ɮ_u >MJ61U;7,."fڳ%veYx4Q{ةӨx5ٞJTx?_0];MG2C#%V*RS?n+U/ *f 2 QKҝ$Xő~!x݀[}QcnpNѤ1O_Pî4bZ\I㓨h;k]v֣DUl(&p j:rX3N>c}ze 1>4x|T6a3e qcv֙>f*w;n0xT鏏[j hYɴ Xhm? 3}昒dX;o3n< .CX$2)M:J4K-g9?癚*ٱ9Z75աbڱ5Ŵ;):8"jNvى0ӏ$)m{#+Ѹ1'5<~j:lMgMtˡoj&{%!A`j7?9r53W9NږXUgo10qHI]5G5 K#<~ VoWU2pa1&j-͏Yүm3b,"qMFd]Vh )"fRUEs=mߗnr>2:tym%+p̒ݥҍI*G&-TPOGRu)" rlv.ၶc22]@$URnǧS%i~Y* ϻ4:A$ݺmX>|^I}& +J,qrSOl~,Z S 8PubF#\EԵ~^F$?PDAj"Օ,ؙPdeg.,BJ sSjml\i!,2(ő6 @13>r bVjHlLV[n6|Q[P)&`8򔮔QaǸ(heU xE˷nMa7ccj:F]+E4Xج]oZe-Fꪫu~Bc|r7%ݱ1.>Xɑ-v-p3ٷlשZMOlL9j;*uHJb_`$d7+H) .\>Cy89Hc@f.!;v O㮋\id%jB˪e[&t=2{WVm]1zݔ]WmHFd/!RASo{:7/3xHe(D4.]LX!Y~|NA>fy8DmG 'ƃ7fkYJ>ڰ㨐X'1԰gIǤݰ!̳ղűm7Iڱʴܵ߿ԶrI,YIiXI$~daS(袎+[_Zqw3$k7gei[5JsRй[hp4tQQ[ fQOαkhKE(C():iSlm>QW_nSl՛FtZLsS.aaӥN^>)=J~(h\nJNΛX\dkRIw#  SpU,Ɂ_ nĚw, d?8zzZi~N³HX}ɺ`+x֚AYe1RǰoT'{9bP> 4I9ʱD< v.i:uΤ/qZYiuCu'))8rfj z]I>$|W}mpI$ ԻF~VC)`V<_ϪHٵY,Yn9L@L;ȨeA2ʱʿvް?I-%n"M|DEw)UM?nng̜ `ܢ Pf`| 5w0y8F՟#GxteU6 "-~Buj4PX.Sa~â$\c&""ҤgH*$IESdhܯ_8/VdW<;&BrcSwju<@;)LDIcDmBnB=Zɋm{PAjľqEu75ˇ˛Uc>n1މ0~qy91 mv;su (?E/sOZ}۰\/řQ@S:֎9$ˏ'&G Q5T(&~TVʼnahmܼbR#8.`0{l_[n9ۆ !xy NWk {|+禭ϘNkU\-psL}|ggERglhj}4StT0ru}#ySq MŤ@@'b k]n=m_t^e}6MgJ%g]aK/((|) yJ}#( L ]v<{aey?_rVHQ:a46s{ blN9 ٲ=f%o'ZŝA H6L@"]8H1HbI ?{xW8hF$+4`I-~'p :ݹ1^19Zowq*Qnd&挝1L^m_e^~cAfZpOo7(9_|H4 J2Fe4YEYOm{) d1`]`Qy/sWWp,C$I$|u ؂ kշ~gq =?VÛM֨e3Lѩw8ι[stlkJ&UK)Y{#k#n8$-]Œ9?0C`c*tk'֩OYs-V\%2bgP6 Qb|@Dt雱!Ղe < x7s۲}9tѸ2 ?7[⏜($]L>LSDBr&c%?VPc@6'z|k?ݺ)+f8k>/mm[ T]*q^t|#$#`S? F{ NMd&8J ļ(v/cn*;,9;qVKy.L\XO9N>82KЗ{a]+-Õq87!Ld=жB}7=zcV5OBAD8]lխ+ܰO{=0ץSEH{vPNPL{"=ʯXuqs)b69,%1L((LQC=`?K{=+d5^Ux_ϾWlw#\9x}3gy'-Ր!g>65 l}ۆRؼk'E0Η"10:̎v$t?'!#dƭO6F]P)9Ձ)Q)J@w¹<|ǍA +?E,d%HG_#IoNC<kQ~,TN,RbZTI jZZ'du )Q M&p8>7&1.).&Qa Bk[h<fr9hӸ`bN7Ioʪkz!dazCǃv'ɛ'KZ+Y]i5tyxȱhTKCc,tŒXslUk'-Tt@`A`L6wl?bw %3p7.3utee?b^-? s8ҳ:ý:[&Sqf k6?S5Y]![z`A Ԟ^{AtM hCǛe"X27d#5Rg+x  F aM=$h{mfz!U`otw1!L .IUq20? ڤ%}KfGFSz Y.~8Xr>{hD5o:~3tTF"T@>;YDCkH=Rf%rЯ?魃/h+njɮWl$dh.ܐgr]",Ն7xCP65fӳGr๷" g)çl?ԕ~~To\ѷ~Qh !5Ųa8|)zƶD :+)@ [nͿŅ˵-+HZE2*ip#Vǵ1"#`R;kɼTHg5]NpG$S d)*U+tMX2`62~蘀"_k eXKCK:qoK戹_翩{,S\@M6 IӱWY;6i):tb&2 Z--f4$ n8 -UCY0$UZ*fo.e1ZZ3TZF(Hf<]ʺ~rmeA4޷W%e1+NՌ4!bGEx/qrc03ZrA7J6b^nQ* hT_tƩ0G@5AU+SrYc6,5d^I#-:#M1і\. 2k-[Ҩ<ې &Wu8[:Ui$.5'2 .-J$:4n߻ab<I4fN_C"2* zO,<` Զ{C1e#WʘQ-Za&'WЖ\&N*\: Fvv֯siaCu4I iᙣԨ"[-ۼڴ㊕hes@1/1J@VlW^9K /!BEsq}zS'Jf?7s,bd`̉q{6:\jZrܦ-QtL>jic*;aV梴)7*хij<:t)6ʹbW ݻd٥ٹ{|xe<㘁~>\0tAo$ ȁF,r[- oM_S f{v-geEmu&lq\xګ(G $ا'5"Ŗ2Bk F`"CH ȡBuq9VߎMlYm[YGhgn8JH;R5?/Ĉj̅J< @6=,lT}eFwuɩO)4G.]gu Hy5V, cZ6GUgs%XX]oH»h>n=-2܈eqڳ7閱%ĩ1Uİ5&6IbRXI_TȁFX:GMOܑB,e'G,ΆU,گ D%; ղb$)֔õ}']E?jΏ p\ԝ^,D**zP ]ĕ}EymVT>3Sh6w]Vڦ|Hʡ"6Q3n2\&/>L,4ǁđFѫj@#eQVP[Sf+NJ&ŤYNzʙ]TUΕ?ſi5EVdZ x۬2 (Al^*jw 0r1d.ʏ%VE`K4U$P2V&*׆ǥ'oP1zo#gK!!c$vwC2#0fF:h*ŝ[TKgÍ ! Ixfl̚o$\zB+?{{TmF>Űڴ+!'޲؂7)̟ 0>> 2fVP{mRgkm9{? 6[+:uɖ鹵tlel|ĖP eG"AlCD,RH ===1n׋+ҒF=IՙaRg x.MIǖ)(d§>4ɨ5acEzd1SETYw:"! ASvd efJYs/ґr[vi^iŮ"s &r;1^GAW!'_m`'+ æH(Zƒ$nɓ#D }l0mkLCDeSXӏlRWNU1a6RKCGb.ݴƑmw 'GN+PUUszPEZo[n"P7$F^ZӅRIEQESU/Dc|K_7&ۄ^BPGةifg+uHfïCqc1P28(BK$o宗,CdQW鑙߸coGC\r;Tezr'O fLk>w-$p1n-qM/A}#iLy11MK ^"v<0mqF;Ǘ yVfbTRBƫ;_F!ٛt2M(~H7[[ َRI=|k0 3pqX tl# )hY#gM(*j HDІ*@P0.1土;oroDr# ȡE3׭U3~\iW5IWkmY.RO:VzOqcĒ,TLu c/\?WzV}|sp$hlp$VV xzt)kžsn1"IIAMRNGckvQ)U{}$+^n |x-UuX]㹅:f굚}6-~,j["s:SeeT0** sy]3,~dtN0xҴ]G m6ڍ:QSŶ!cMb5%U/bLʓG}]E"7. $ ?[6?~pbkStG>S#+?q X6\)+ب.eiSE$d\$$?":HP/ Ri}{9B΅$jOU :AlxjGfoEK[֫V$5K Fi5y)IF*ÒHPN/- \I83}cŋc2Ԓ}N+Ts%%cLV#].)]1^^unYIJũʹĄA5=@%30Yyw=8$XLDJIek,Qk_aUSbZYQPlU9l@\SاA.B|c[d!0&eJw^ІH1y̤ Y7g,Y\ĬR p.ēkH;|p>3159F[R٢L\&^FE´jJ[cD,\BI3nV 8_b0mw4qB5H**Xܓg|/'N5屷N,gϣ.K-ZHkr2S_ 5拑VOHJP$OUbqNS7AEe*uabREz+RNIZw5l<庆K4ɣJTڬ\ʙeXPMm}7xZ/JHՕ;,͈a  ɼr9bz,'-d[aA׫QOhsw,QWHOֵ^_7itHS(ƩhߩTW${n_UN3`gj/ Vk#bZӒ:K[eERg~Uo}ma3 2h'h`ǩ"ĵ9|eE96>JC`tV_\]=qonW7^%fbp5Es|P2%t۹?v7ع|`,+2HQjA%B@&^ p{z0XT!glv |g ),T\$kjf(-"l a ,h"]#rU-@uU EQT ݍ1?*|<86xU8~e|C#2DNEʨlbH&bHY|3s}hDcd1F noxYx_J xϚh:Trji@Ou_:vAERU0LXI^Y~t0C"~eV*,g:Q?t LdߐUT#Ӕ9:ث5̷ESHz;~N/)$E2#t+{׷EqcXsaGx ,D})vdHT0??+{#Iƶί`/:b _h/!J;(w|( UC0c?Nln|;k(ɂ Dݕ!GqL芨*TU!% QoEHI&3krp→ɤWxݲ.E.&7tW߽zb#BGjR>5K6e\$Sz\޵PETUS}LcDGNn֮âQٿ`S\IYgA5Ab5,$X`aVnH&npM,!Z3JLJA";R6,!!N'+Q`JõI0X2ʤLjO˓r6ӳ/{$f_:v'´6f& *6AUw T{ DS0wuVF( TU5Y2*ɝ%PtIRMB"0\VK& "8%*133OsئʍR]MD@ꤒ* ȶL=$Z?.RG\?=K[L~!q^gŲVHwL⮔KZŝsvj.2On/Vo;Ȱݿc&N"7(C!#f6CrS|KoM[SPEТWRiR,!ku(ƈ)14pMۤv=`~`&C!;}*¡3 HSC4SE`!!Ls)BRUnqqyHnU[2ؙ&5s'b؛ HL.֋v pN.E;&fce g(LwF |A5!4] חY^c_w ̎^9okn.쟶(*<9'*u&֭[Tٍm abK$8`%e=,Tԇ);:Dy|׮n7l,DEym/Hl/ոJk{5زz]vͤv[#LEU;6,lB~i$MBHؠ0Y!KEI2hZβ{8+ܓQeq[Naf2G,7Ub1P˜ZZJ!\n1* ;Mbn\3Ŗ0gXxh5.T4E-jRAe20eՠyNg%W*{S.T O,h tx2D&hY%q;>BѶ+h M2Rl[m7ŬkOIl5sNC&3 6+Hh\`pGNX$@I7*y[|9c&tabYυ!H" X\)n3zܮ׹%BN߸ڒ҉(FQfԪ>`-^srdHZ9L:iԷcvmnŔpKgI{O#7XuA, 8NAE[ꍌfd̪/r"gcJUoH[ ٷȏrE"$̟i&YKO_@T+u삥 KR"%Hi(jQ<`M1Z~є#+6hW2rVR^1"󿢷('O#)P!{ gx%#.DIw#D3Fk:5n)8,=U鹢!8R8X]ɖNbt.C5:FΔ݁MUr,7DRu^dht3=}!jE`dv$xhSyoH-j[D]HפIOnکJ$gLXurpUTۆᣊŷly= hñV8 5,;1P-Xo>5TN^Gm۽YMYٵ-W6JVX{%L%6۽m .̲^u>el\i&f{1cjѸ.?qS. :g:V=Y7K89 vN)I Gnݞ'9g# B'f_ I_V~)͏ 3d/dK 7RIR^j!lGXH+MK3ͫ-^n,Pt1L`huutA i:Hp&XԿ}*Ɔd}k[Uf_ZLGlmd廷Y4p@+LJfd5x^ ?mgxdΓuۖ0BM u[7f2HPp\:.i`_htuW׳iԔV\.b(7,jaaK]wFcNG_vorcMCJkADW\bceZ#{;w=qsŹ{ޕqj񎪱1nRpA#95lo}=j ov9|H`K#M5 ]cN[qwzel=ȉ\Ij J2f kZhDI҅5`rTccӭ] =38GXTxR$/ NaV5:p\9 X6a[giؖw]%r#3Ʌ-E(<,U0,bG䑺sz~MkstٶÑ2 $hH6`dagIc}-x_h9hdDpfDY:w}Br.=RX |4]6vaNNKt {ȦmVܣ6tțemI IB.Szu-iNJ1fy"xΌ&B$,PTީ5GR86)e~FnlU^agf*SQ008(tvjl2d=*bE {lO y>~M MJt;XV>F^Mn*~XlWCЂCD+6Y} ?IZ Vy1cֲVEHqvjTiL$;Ԉl}M|Z4>S%1'gF')k%`(g]\OgUud{h_o> N_Jɠu^E(=e"ezͻm, o"W bs<vrXIOnpm 8V;t:xe]9Lpm)h:I'$m(e!1`0lyaRehɥjtl贗 ܟ0fF|g%Yyi4Xfx)U`5Mnn͏+ݑqw.dOb$S wfR~r=vo qfN5rY}Llm5(W1U#%@)V\Ic{ֆܶض\|Ó9nZp$, "n;tB.dS"Y^{W7~3kn]kwCk[X;u1xFŰ8"r,8Kxuw #5mƒ#@H{+#@紎[40w+R}]9CCy-^OT& SNaK؋:b[<,CGRQuΤUg6 9"Fx ϊ4H?h݆"Z9[>**q?ճ-/21ް[<_y w;+Z OyRxH`.]kHé?%mK ~Cjj4xF>>K+?Keō^pmԼ}ZLRVesÐe*!k+fu]>9XȪ噪 fuH-A_gvV6^ Rٴ8N|M_t)[톕332(6IV"‚8(OJfP2Qi\n5ɶ\ ,2@]J:aև`CDápt"G"ֽ*4H܊T!TT7o{-Uo2¥8,I}뫲狄?;'~nxC޿ߪ߷ co jYq>;[f$㩯*ţ£ٳ%Ҹ6ҳٖto>Օ?۽䰨37ꮡ?ᷳce<\!Vo_GdoGۄu3k؉gG !&pwQdSPC֢I3 UI|*EISood 4K$˙?QT"QO)LddǷ{:ɯ$IEMNO}<gnjs](t}BKPgŴԦj-Ӱ09S:I(P2}o֯M>lq 7 $dW%FrZ+zNߪ~'6`m/h[yY6x7'ǥ<¯t?M<7d@["n*L p Y34hWn]gFp=Ȗ @QdtLƵNOM؜CLyr'*ePMHrGm  .""-xȸai5dT(BeHK+$I$II=I=IˤQEQEQEQEQEQEQEQEQEQEQEQEQEQEQEQEQEQEWa$$If!vh#v!#v:V l t 6`65!5ytm1a$$If!vh#v!#v:V l t 6`65!5ytm1a$$If!vh#v!#v:V l t 6`65!5ytm1a$$If!vh#v!#v:V l t 6`65!5ytm1a$$If!vh#v!#v:V l t 6`65!5ytm1a$$If!vh#v!#v:V l t 6`65!5ytm1a$$If!vh#v!#v:V l t 6`65!5ytm1a$$If!vh#v!#v:V l t 6`65!5ytm1a$$If!vh#v!#v:V l t 6`65!5ytm1a$$If!vh#v!#v:V l t 6`65!5ytm1a$$If!vh#v!#v:V l t 6`65!5ytm1a$$If!vh#v!#v:V l t 6`65!5ytm1a$$If!vh#v!#v:V l t 6`65!5ytm1a$$If!vh#v!#v:V l t 6`65!5ytm1a$$If!vh#v!#v:V l t 6`65!5ytm1a$$If!vh#v!#v:V l t 6`65!5ytm1a$$If!vh#v!#v:V l t 6`65!5ytm1a$$If!vh#v!#v:V l t 6`65!5ytm1a$$If!vh#v!#v:V l t 6`65!5ytm1a$$If!vh#v!#v:V l t 6`65!5ytm1a$$If!vh#v!#v:V l t 6`65!5ytm1a$$If!vh#v!#v:V l t 6`65!5ytm1a$$If!vh#v!#v:V l t 6`65!5ytm1a$$If!vh#v!#v:V l t 6`65!5ytm1a$$If!vh#v!#v:V l t 6`65!5ytm1a$$If!vh#v!#v:V l t 6`65!5ytm1a$$If!vh#v!#v:V l t 6`65!5ytm1a$$If!vh#v!#v:V l t 6`65!5ytm1a$$If!vh#v!#v:V l t 6`65!5ytm1a$$If!vh#v!#v:V l t 6`65!5ytm1a$$If!vh#v!#v:V l t 6`65!5ytm1a$$If!vh#v!#v:V l t 6`65!5ytm1a$$If!vh#v!#v:V l t 6`65!5ytm1a$$If!vh#v!#v:V l t 6`65!5ytm1a$$If!vh#v!#v:V l t 6`65!5ytm1})Dd DE  nA?j0321189Picture 1j0321189"R(+|'\g'$We(Þ,F](+|'\g'$WJFIFC    "$$"!!&+7.&(4)!!0A049:=>=%.CHCsnoyF@KS@x]{gOpt3 쾓SMYxX`6 , 1UgٮmNqU0 @@*Էޚ}黸]qbڪ3 (<=mqn1 @PPXP@Par4`iox̃P /c5J54OMȟ@5xV껑NwQ>jlj 9v^'Y1cME1f  CQj*Aj~^g7:}FA۽MQAP8pNU8=}fsU5c Qh({龣Z*A-WS @^oic:o馻||AWbrH4yVgXEE4QTd"`P`@P@J0SOOirf);wOWj;·[E"i5D2Pa\fnOU0):3S_g?ЛS3 qz8r&;H3ª]5S=_}ꉈQzEE3#I~5[izG?+TSvz;4;Dr4j@5"3qr,W1 »qTwQۻ tg<ϨfQ119 EF*Pw}"nF ) Fb~7ni(F>=K{Ii8p}.r;o5yQ9pvah :Zc{K;"#>6oR(SN){NoWMQ9vZ*0P@PwhZ6;z*Ct4 9ͼăRqڻL^E٘9 ?ZIMOOJPr^].oV.bAZ[;UՋTL|nZKWtfdqvW1L|&-.`qzUvcS^ {8oLzݮq=mE4O( (( (1OZj' +*&>[ xoUiINA.U1>A^LntO9z 4MQ[G3^ZoQt1GAY%b8}k{j{5k3M5 \q)tKdi8T Ap 1@oMZ=gj})tVϘv'2@PPXAl{[US =FQOjzGq3m:'lՏp)8]\# [;QU}xE1zp qj7ު'ԉdo}٫m=@5@P@@WFAvsU1 ^,W~ަbmS?#yʪվQ}?XYkv}n# Vc  `gL`cޏ=*q@PP@M? hQWl]ޘ m53ޟi.gb?:;sL8=OښfxL>N 3Uvb>j&bH1 d(e E ֳOL}ޛ[vy-` 6(,( LU؉ EqP3bAڦ~@ӫMDV^fcp;j嚽uӡfqP"AH,Ue8@MU~zO}@vfn ,( 0Ar +"#8-_iWh\Lyy3f Y<'՝zkA2 0@@kig3kνHn|v1]Q` (mn`}#՝5rmP`Pc_tEwA󮺞:A@^~};;}wG\A~:A 5oxOʮosn( (u}?w~?O v>ּZ~u>Cwd4ntާTj d`W`w;O KtqV>@n( %^ֺZZ_ TvリUGVhG3ue_ rLH>Y33nsm@I Κ>o |7@0w-~vq{帯K^~-{-Gx@P [sK{M%6{8ث4@5mP` P|Ξ>s|7 A>՝ zůb>o*Dzު:t JA>ݚ5F{Lhͪۂ@(8ڜثHs:leIgD׬ >Qƚ$@@@jR鶶,njWxћUȮ8PPwKfNgWMTyD ?IjmLtC_W? @`ٵ3,^qƨ#Eni{n (   }vj<:u3\к|Diw@OK5Zf b@Uʯ<ՊQ?py:8'5]mh`PPB`m0 'l?4,O@4jش~j:wM4-k7Mz)7Z>qی~stu@O Ntx5vΉ+11E(T`n|zN.Q?py@@SReYK{8X(JgUf׳n";W{8{({~Sj)QHbA>r PP@ԃg|^ ;0=otWMt==wkV;(wKu^ws>{ͶV)7 P@P@w2 35&ً&])i  ]}93}7祢~) ( (4u$E7c?0s6g45@߆A>[U $`snZz>+Cn~OP ([usTq;6k ޣY^ΗvH4AN56T~mGd@PU9 juQW0 @Pc_tθAv?A^G e~H6H1XI{Ox2((A؏sf jնh~.GH8A2khNg` ( onAA @'8.I\}?W[Ǚ @2kX]?}l[ i00m}8/AQ >4rW`|e8 I@5l|tAOm=߀fP@mgv( ~W;zDSGF`( @P [ħ5m;~ @0P@mu6?⃘2l7.*TgODH1@5tţ}7m~ 6AQ6;9W;nii $ >W3Z @=|ԃa5Gdjͺ gG 2 >( ?GuS?j4@5@g~?9Gd4Fiy7Nz+Wi ʘڶMT dUU4#8b@ HoF~` ܀ܧv??Gd0-7>@WG\2 vO]7n>iowݎ\A3ܷ?)z>jb7@AnR7jH; mi枠7K8vG'Aي]@;墊>@ۭ4o#u@vO-LlQ+@ v9 d($jEVvvV3~TOhj?Uk6*<-HR?g;-m0Gj5݊{py$_AvIv_nNm-Γ6#ă$iNtZ+h2N@ ^@ry 2Ar@ d 7nAjg>3z3L=@E |7(H4(})Ѵpۏ\݃}K{]v7* mT~Ck`Ώqy@r ^@ ^@r \\2 2 T_k _AO.@ d mVO8 os_ڏ>X㤷`vZt9n} 5Qn~@> ܴ{,ڜ  d  9bAr@.@.ArAr@.@%So sv3@52@.@ 5ՊdC.:zӨ+ߘ8s}%[}5ɟp[c:zϪiwkPp?{wY=/OVhkd 2ArAr/ 9@P2T @.@.@.Asoy>;m  d @XAz4?tThsn joG>:RDb}Wۚ7k12qT~A~W3ig܀k 2 2A \$Dd \/ 97*2 6 vS@3  d KQV-<;ήH4 IΏ>(>8Ũ;H=cDzMs47X2 9&AA d@rbX,T  X X~tn}y9MxWwܜH:OQwh ukULNfAQ>oel -4ch)fQn;W?0m5(KO *oMU?9!j8\ jt;ގ0 V +y @d 2H3 d* 2@ d 45ub܃f)ӳRn}\ 5 56zps9sng4mH3S 4kOMƫH8eU3u]I]상` r(&i}tƊcٴ@T @E@Ar@.AAbAH d d d I# # ZYAt Av f@04k h?؈"ˑtrӹo=A'ZL(9M6qt  Y ` ( d@b9 0W8V-8cy@գxiS@:vS7ط);Uʎ1չQ Ыs?STgx\XjShiArS[1ΐjSL5h5q֦"LUjr&AbArAbA d N@d  d d MQ [⚸:Ufyg^z Nv s+L/QM6";`sz%31^wOkT{+\FNAEԈ5 plݙS2 p k[2 ݫ_`nhԈeH5) ԉ d  d@r  X2  2AUgx+u\uvun)H8 ҫOw ]H,Z)qEߤZݻ>$jdUL`nƘ)D@2Ӯ W\4*ĩqj7` p@3A2 Jd   @d d,H.AbAbAr@ *_ng ^rm\)4*4f S#eZA4ӏtGMV(k{\NҪi @sj7v^#deLRt2 "A c28܁\\2G`\Ă :5BѪNA :4}=}b?@giRTL(.@r1 5( ۴ `L,H2q y(e 2 /   d 2,Mx]4k Nk3 d1e A@ I#5mѐnmрkp \d P PvQP/ Xer$$If!vh#v:V l t0%65alr$$If!vh#v:V l t0%65alr$$If!vh#v:V l t0%65alr$$If!vh#v:V l t0%65alr$$If!vh#v:V l t0%65alr$$If!vh#v:V l t0%65alr$$If!vh#v:V l t0%65alr$$If!vh#v:V l t0%65alv$$If!vh#v:V ld t0%65al-$$If{!vh#v8#v$ #v:V l 0  585$ 5/  /  / / / / /  p$$If{!vh#v8#v$ #v:V l 0  585$ 5/  /  / / / /  p-$$If{!vh#v8#v$ #v:V l 0  585$ 5/  / / / / / /  p$$If{!vh#v8#v$ #v:V l0  585$ 5/  / / / / / /  $$If!!vh#v #v#vN #v:V 40&,5 55N 54 af4$$If!!vh#v #v#vN #v:V 0&5 55N 54 a$$If!!vh#v #v#vN #v:V 0&5 55N 54 a$$If!!vh#v #v#vN #v:V 0&5 55N 54 a$$If!!vh#v #v#vN #v:V 0&5 55N 54 a$$If!!vh#v #v#vN #v:V 0&5 55N 54 a$$If;!vh#v`':V l  t 0`',5`'/ / ap $$If;!vh#v`':V lt t0`'5`'/ a$$If;!vh#v,#v4:V lY t0`'5,54/ a$$If;!vh#v,#v4:V lY t0`'5,54/ / a$$If;!vh#v #v #vT#v@ :V l  t(0`',5 5 5T5@ / ap($$If;!vh#v #v #vT#v@ :V l t0`',5 5 5T5@ / / / / / a$$If;!vh#v #v #vT#v@ :V l t0`',5 5 5T5@ / / / a$$If;!vh#v #v #vT#v@ :V l t0`',5 5 5T5@ / / / a$$If;!vh#v #v #vT#v@ :V l t0`',5 5 5T5@ / / / a$$If;!vh#v #v #vT#v@ :V l t0`',5 5 5T5@ / / / a$$If;!vh#v #v #vT#v@ :V l t0`',5 5 5T5@ / / / / / a$$If;!vh#v`':V l  t 0`'5`'/ ap ytu*$$If;!vh#v #v #v:V l t0`',5 5 5/ / / / / a$$If;!vh#v #v #v:V l t0`'5 5 5/ / / / / a$$If;!vh#v #v #v:V l t0`'5 5 5/ / / a$$If;!vh#v #v #v:V l t0`'5 5 5/ / / a$$If;!vh#v #v #v:V l t0`'5 5 5/ / / a$$If;!vh#v #v #v:V l t0`'5 5 5/ / / a$$If;!vh#v #v #v:V l t0`'5 5 5/ / / a$$If;!vh#v #v #v:V l t0`'5 5 5/ / / a$$If;!vh#v #v #v:V l t0`'5 5 5/ / / a$$If;!vh#v #v #v:V l t0`'5 5 5/ / / a$$If;!vh#v #v #v:V l t0`'5 5 5/ / / a$$If;!vh#v #v #v:V l t0`'5 5 5/ / / a$$If;!vh#v #v #v:V l t0`'5 5 5/ / / a$$If;!vh#v #v #v:V l t0`'5 5 5/ / / / a$$Ifl!vh#v#v#v:V l4 t 6 6+,5559/ O/ O$$Ifl!vh#v#v#v:V l4 t 6 6+555/ O/ O$$If!vh#v#v#v:V l4 t 6 6+,5559/ O/ O$$If!vh#v#v#v:V l4 t 6 6+555/ O/ O$$Ifl!vh#v#v#v:V l4 t 6 6+,5559/ O/ O$$Ifl!vh#v#v#v:V l4 t 6 6+555/ O/ ODd ic  A$?$MCj04122040000[1]Picture 3MCj04122040000[1]"2l1 ,R,`!l1 ,#  ZZx͚_gp$h̴r[1[,+2K%\JsL\@AT@UD@<A=szqUsuǵe|$e jk||]U(\VQqF\Uk_#3>> ݥ+Yy)St{aZ+l ;*Cvu^j؋B˶XѪkk^hЋXJAV2tí\:wX:ENT7}:@ ?ZʠWjWmw+K9yھ- }Yd}Zf2Εv& 7zXr-jUbZ)U"F*\$Hv*VU J*S2_UUmyTՓUc$Zƫv2FuTܠ TEȹ͠+d";13v0s\s/VoJ FemtpyN1Gu, 0cEk)7]\ 6s{S^ëY.Tp$W{j/62Z=,f2Q5!yHՒ٪U.죱 QFcuT_="GV6D^Ua"[ "-}UjC1V*kZ/aF }.]Eom } ٻ-=*ڱdS2;y3[nǎq#P=p߬ZʝnDSe#'tl_}ה%TX5'8OQmc{GE[+6эġ] 7a[ W萌.tHY1]b\l砈 ڎ` l"2>|q͙.f >ĩ,,faéĀIj+M LL&޽ `gcװc?lԯo*_sbkM| 1c:;ay[W^(c?ͼ]ZbG73Bw-odve맲mvn9숃_(O|LdX1jq=Xb6 ;NF_㣣8cA~6^H ;\_;}T[39 31~;\;z:c7q惉gPzIAP`_xL4 n{04{}TH ~_&x֒È m&zz?Cxw?϶4h"WIĶ_9ȧŞĀ(v#VW~`6b KF/ < w\#jO x'5]>,㣦ѾG<1Ơ!<Cȭ̽sݒt(s8iWxrwp -pc2_ב*w9!އ@W(p]^UYm9}]>yʛ^ƣ7Vs *;TD>) (D'pY?{0x3 :p2m!p=ǞL!|~/,Q~<7kHbG'#I ^dWܕby7Ehb{1wW܅ưw#8oCկnPn;/xGW7pޣҳѲܳ9ۣb&p6&wő*.%ݴ<ījr\f{tZƣr9V3g8gc3 /'89 F qx?<D0/u/~,8N~=(x)?*?GOs~f~ L,gU:lX RWrp8J{&g#$r}bϳًăĪ \~; 8{yRfo\"G'iza0C`Bo8xG ~]L5AGf5M_u. I>1Yh' Ÿi dJXN]ںZ4y\; [yv<9(dXɍݶWX>*ȪɅ{԰xɴΥ[uT{u|BZ'"1nRoyzu^n|ɑcu x/'`3(>IM@~㾔a]hro˸zl\Ӎ|Bڋ ȟcytutjܣu-rz.zn4lN{g1dˏf'dW3gjH{)4͓\مڿmB}ɛ*d5Gs Vӷd7* =6ʞ=j"H/n̢4YHDYOT RI E1y76ȼlKL__3s3{&c0o 'Ψ)nP=PEW׽Eh-u'Fmu#Am꒶VK}jK&UwC}̪At*ٺ[UuFNVV1\,c \CQ ޱR_߭wA;2.:9)ڣWk/VTCT5U Hδ'lOQϊDG ?7PtQEW5DtSO5T<.Z^FfuVQaup4VL_x6w֣r6hƻ.M1I_b>$ÎsVHg^/\] }UD;b^JהEQuSvyd?{7I#syvP uܢ0|8cz8EN_I{)l)uuQ́+{z^7< Ƞ׿֪+N'?E?뉌?dc(myj[dUa^U jS!"c3kmfJթW͏>|T(iD [Uٚ v_dhL[C Sԋi+"{lg}"/VSH[ }%ȸѓX;2nJYL[e]ɻlqx6qkti5WCd5,uu*!AlwP7Ed 2f #-y#e)^~{ٓ"dmNCGaF֠ }A$onE{ hD162靻N,_EGt&)N%x\v 2-%'G 7? \s6y6',Bq4y#)f "+ p|108J!^*=j| |e y?dp?2H#qA6\J)tg e>lxy5ڳr7P2'}"a&gy~LWgfiHVҜ_Kfc~a7hHmB1uhQ9N=z^|v&_VuU_anK7/noTK <dowq>IPs666666666vvvvvvvvv666666>6666666666666666666666666666666666666666666666666hH6666666666666666666666666666666666666666666666666666666666666666662&6FVfv2(&6FVfv&6FVfv&6FVfv&6FVfv&6FVfv&6FVfv8XV~ 0@ 0@ 0@ 0@ 0@ 0@ 0@ 0@ 0@ 0@ 0@ 0@ 0@ 0@_HmH nH sH tH @`@ J0NormalCJ_HaJmH sH tH h@h J0 Heading 1 $<5$7$8$9D@&H$5CJKH OJQJ^JaJ\@\ J0 Heading 2$<@& 56CJOJQJ\]^JaJV@V J0 Heading 3$<@&5CJOJQJ\^JaJ>@> J0 Heading 6 $@&a$5\L L J0 Heading 9 $dP@&a$ 5PJ\DA`D Default Paragraph FontRi@R 0 Table Normal4 l4a (k ( 0No List B/B J0 Char CharCJ_HaJmH sH tH 4 @4 J0Footer !`/` J0*department Char':@CJOJQJ_HaJmH sH tH J"J J0 *department:@CJOJQJaJ.)@1. J0 Page NumberD/AD J0 *body CharCJ_HaJmH sH tH 0R0 J0*body d P4@b4 IJ00Header !LOarL J0 *Main Head (CJ0OJQJ\aJ2Oq2 J0 *Sub headCJ$JJ J0 *heading A (x5OJQJ\aJ\/\ J0*heading A Char&5CJOJQJ\_HaJmH sH tH 44 J0 *heading B5\/\ J0*heading B Char&5CJOJQJ\_HaJmH sH tH DOD J0*bulleted list  Fx\PP J02nd tier bullet Fdh^PJaJ<< J0 Input text1$CJaJFF J0*2nd level bullet F\.O. J0*HR! CJOJQJH/!H J0*HR Char CJOJQJ_HaJmH sH tH TO2T J0" Body copy,11pt NTR#P CJPJaJ`` J0" Main sub-head,18pt $P*$CJ$OJPJQJaJxORxJ0" Notes heading A,bold%dh("5CJOJPJQJaJmHnHuOJ0" Notes Heading C,bold italic&dh(a$%56CJOJPJQJaJmHnHudOrd J0" Notes numbered list' FdhPJaJLO1L J0" Notes body copy (dhCJR^@R J0 Normal (Web))dd[$\$OJPJQJ^Jo2J0" Heading B,Arial,11pt Arial *('CJOJPJQJ_HmHnHsH tH uNO12N J0" Bulleted list+ FCJ>@> J0Quote ,P6CJOJQJhOh J0" Notes bulleted list-dh^`PJaJfOfJ0 Subsection.(PM CJOJPJQJaJmHnHut/tJ0" Chart heads,Arialbold/*5CJOJPJQJ_HmHnHsH tH u/2J0" Heading C,Arial bold italic 0(-56CJOJPJQJ_HmHnHsH tH uP>P J0Title15$7$8$9DH$a$56CJ$OJQJaJ&& J0TOC 126U`16 J0 Hyperlink >*B*ph** J0TOC 24^/ J0Document Label45$d($d&dNPa$&5;@CJOJ QJ _HmH sH tH ^I@qb^ J0Message Header6$d^8`;CJOJ QJ aJ2B@r2 J0 Body Text7xHOabH J0Message Header First8hHoH J0Message Header Label5CJLR@L J0Body Text Indent 2 :^``CJ*W * J0Strong5\.X . J0Emphasis6]DCD J0Body Text Indent =x^hV/V J0Default >7$8$H$!B*CJ_HaJmH phsH tH Z/Z J0 Char Char1.5CJ KH OJQJ\^J_HaJ mH sH tH @o@ J0arial161CJOJQJ^JaJo(LoL J0 verdana1217>*CJOJQJS*Y(aJo(^@"^ J0List ParagraphBd^m$CJOJ PJ QJ aJT`2T HJ0 No SpacingC$CJOJ PJ QJ _HaJmH sH tH ** J0TOC 3D^HRH F^#0 Balloon TextECJOJ QJ ^J aJN/aN E^#0Balloon Text CharCJOJ QJ ^J aJj sj :P Table Grid7:VG0GZ/Z CRVNo Spacing Char$CJOJ PJ QJ _HaJmH sH tH 6/6 RV0 Header CharCJaJB' B g0Comment ReferenceCJaJ<< Lg0 Comment TextKCJaJ:: Kg0Comment Text Char@j@ Ng0Comment SubjectM5\F/F Mg0Comment Subject Char5\FV F aW0FollowedHyperlink >*B* phPK![Content_Types].xmlN0EH-J@%ǎǢ|ș$زULTB l,3;rØJB+$G]7O٭VvnB`2ǃ,!"E3p#9GQd; H xuv 0F[,F᚜K sO'3w #vfSVbsؠyX p5veuw 1z@ l,i!b I jZ2|9L$Z15xl.(zm${d:\@'23œln$^-@^i?D&|#td!6lġB"&63yy@t!HjpU*yeXry3~{s:FXI O5Y[Y!}S˪.7bd|n]671. tn/w/+[t6}PsںsL. J;̊iN $AI)t2 Lmx:(}\-i*xQCJuWl'QyI@ھ m2DBAR4 w¢naQ`ԲɁ W=0#xBdT/.3-F>bYL%׭˓KK 6HhfPQ=h)GBms]_Ԡ'CZѨys v@c])h7Jهic?FS.NP$ e&\Ӏ+I "'%QÕ@c![paAV.9Hd<ӮHVX*%A{Yr Aբ pxSL9":3U5U NC(p%u@;[d`4)]t#9M4W=P5*f̰lk<_X-C wT%Ժ}B% Y,] A̠&oʰŨ; \lc`|,bUvPK! ѐ'theme/theme/_rels/themeManager.xml.relsM 0wooӺ&݈Э5 6?$Q ,.aic21h:qm@RN;d`o7gK(M&$R(.1r'JЊT8V"AȻHu}|$b{P8g/]QAsم(#L[PK-![Content_Types].xmlPK-!֧6 0_rels/.relsPK-!kytheme/theme/themeManager.xmlPK-!R%theme/theme/theme1.xmlPK-! ѐ' theme/theme/_rels/themeManager.xml.relsPK] 2_b"Y}J  2_b"Y}J _>3n CEnnnn x9(3:[FfPMX]dgkhouɄ+OҨFm|loz   R  R  ]  R )r5pI_."X)w23z68YBWFO)W`\_`abRbc6dddg>jo}ڊP.nv~Ƙј; ׺h^l PQAhw{!{ <d1mnpqrstuvwxy{|}~ vCCCgggXX69Kbdt!!!!T # @H 0(  $(    d-d?"Text Box 23" PK!8[Content_Types].xmlAN0EH%N@%邴K@`dOdlyLhoDX3'AL:*/@X*eRp208J妾)G,R}Q)=HiҺ0BL):T뢸WQDY;d]6O&8* VCLj"󃒝 yJ.;[wIC_ :{IOA !>Ø4 p;fɑ3׶Vc.ӵn(&poPK!8! _rels/.relsj0 }qN/k؊c[F232zQLZ%R6zPT]( LJ[ۑ̱j,Z˫fLV:*f"N.]m@= 7LuP[i?T;GI4Ew=}3b9`5YCƵkρؖ9#ۄo~e?zrPK!R{idrs/e2oDoc.xmlTn0?7]g9H:(.@R<((%;$e]NEuY޼x}3*IvyatMgg%%\3%>n@kެ^l7 `kڇ` \5NAJ( ޣ>+*-gcz)r ΁h?P 4=BCu(%3޴U0Y[6O=Xrx{,#|A=zc oH<Z=Y #)Uo 6w=:gCfѳ8q8>l0 &SvX ئ5 Cb9[,KT1͗eчHԩf-$΄/"1nRzb &u;pHtzV/W/.4}gȫ䖤B&$>NIP(eag 94w! eJ5ƕ 5x}>3Ru҂fJY)TMib& d>,AfSwi8،X7;%gM-8N|88ŝj6 j(V*B~։HyšlE8DW0W>?qO磶PK!} drs/downrev.xmlLAO0 HHXĶRN684{ N/Gש p=I@W޶\#mRP!L' ,rYW:lb$CfLP5LXr9J4IڙCczogØ4 p;fɑ3׶Vc.ӵn(&poPK!8! _rels/.relsj0 }qN/k؊c[F232zQLZ%R6zPT]( LJ[ۑ̱j,Z˫fLV:*f"N.]m@= 7LuP[i?T;GI4Ew=}3b9`5YCƵkρؖ9#ۄo~e?zrPK!e:drs/e2oDoc.xmlTn0?;Z"'9RH4IYD)JҖҢ!e'NEQhR3|7;Mv:IJ42~~X8ό`trW2 q״Vv̝@/ xDX6 zA2֪ߠ:-8h .Q\,2ւqSv,Q:A\HNC{Uuߣ3Ku/i+kah%^n&GW'@{m=D]v :DMH|HіeiUuMM-r9J`7mɎNVGMp6Mc[7"lq>+V|VYYZGH0+V !͝2;0' 5-fEb[NyIbN ̾1fgJOe?v% P?1*.$hd aiC9M %fM-Πʬ(,C1?`-c 3j)7~moզH \ ^8~SOPK!l 9 drs/downrev.xmlLN@ HH\ݴ'I ĵ$n5덲&}{ vԕ:60EKW\8~<Ǡ|@sLnaeVn=]VR>EM}/g'AΡՀN/h-,齡|Xig8n݌y|^M/ 0•WU-A9( BBDgPK-!8[Content_Types].xmlPK-!8! /_rels/.relsPK-!e:.drs/e2oDoc.xmlPK-!l 9 drs/downrev.xmlPK   F?"Text Box 4#"PK!8[Content_Types].xmlAN0EH%N@%邴K@`dOdlyLhoDX3'AL:*/@X*eRp208J妾)G,R}Q)=HiҺ0BL):T뢸WQDY;d]6O&8* VCLj"󃒝 yJ.;[wIC_ :{IOA !>Ø4 p;fɑ3׶Vc.ӵn(&poPK!8! _rels/.relsj0 }qN/k؊c[F232zQLZ%R6zPT]( LJ[ۑ̱j,Z˫fLV:*f"N.]m@= 7LuP[i?T;GI4Ew=}3b9`5YCƵkρؖ9#ۄo~e?zrPK!=6drs/e2oDoc.xmlTn ?icN[u&]I݇ $M;M˹\N=NhU"ň+PyXO9O#R+^GT<׭[ Uq뽩іw]hm;h N&yΒ^[f9z;"7 S81j k" zHC n'hgoPV; D7<dj[bx̩Mҏ V|"pz@EhOo\^X3w~uHUKԖXefrvuqd hhlz@4= r>S0QeY&M#y ׍u [>!յ4!LèB׸ӑ? {j^tHJx~r"U`bP6<r'ӏ]cW%c#(j w61a&k TUfE8e{nٜ[UcѸ]qwƊm F+}JlDSVboDszzPK!E drs/downrev.xmlLN0DHH\uJiBC @\[xD(vYNp7ٙb;^i gE T{dBU輏9hcrCݒðhG?:r#Nz$vر|hq8~NwT}C{L_*1f~yif/աN? 7%kq _-AJ3]PK-!8[Content_Types].xmlPK-!8! /_rels/.relsPK-!=6.drs/e2oDoc.xmlPK-!E drs/downrev.xmlPK   Xo?"Text Box 5#"PK!8[Content_Types].xmlAN0EH%N@%邴K@`dOdlyLhoDX3'AL:*/@X*eRp208J妾)G,R}Q)=HiҺ0BL):T뢸WQDY;d]6O&8* VCLj"󃒝 yJ.;[wIC_ :{IOA !>Ø4 p;fɑ3׶Vc.ӵn(&poPK!8! _rels/.relsj0 }qN/k؊c[F232zQLZ%R6zPT]( LJ[ۑ̱j,Z˫fLV:*f"N.]m@= 7LuP[i?T;GI4Ew=}3b9`5YCƵkρؖ9#ۄo~e?zrPK!nG#drs/e2oDoc.xmlTَ }@glGbk,MUiH31*Hi'iTϻ$ ˹9py5uf)%B3åVzyѢOѫ}WiѮ컊6we8ֈ܅Fcml vp =*<5L8w"~] ׵bn>60&K(FCY 5=A݁V2k3mbZ2kjjDSe,Sl9z'7f Оs%z=tFc7#6Z78Mp ;o"P6Ax:QRa!"g)ڲy"1u0- Z>G%*ܸ̲M86";%˰ڴܳb٤X˱7<͋n-$e#9^jq`LJ0'rao|z[v*Vtyr2JsJbñolPDP?l(6?FAm|YpoiEXAzQgE"-esnqzǧ`Ym0ҨlmQ ":(obj~^?޶wPK!drs/downrev.xmlLAO0&fLX5zш&^ttJh;{r{ߔ b)4n۞Z _O7 Y3xB `W]^~ .P ]c!eh:t&lODS+d.wLJ3=BgF|NC>Pg/4>sj}}oAD\1*f#  HԐd9N;ddUsPK-!8[Content_Types].xmlPK-!8! /_rels/.relsPK-!nG#.drs/e2oDoc.xmlPK-!drs/downrev.xmlPK B  >?"Line 6#"~PK!8[Content_Types].xmlAN0EH%N@%邴K@`dOdlyLhoDX3'AL:*/@X*eRp208J妾)G,R}Q)=HiҺ0BL):T뢸WQDY;d]6O&8* VCLj"󃒝 yJ.;[wIC_ :{IOA !>Ø4 p;fɑ3׶Vc.ӵn(&poPK!8! _rels/.relsj0 }qN/k؊c[F232zQLZ%R6zPT]( LJ[ۑ̱j,Z˫fLV:*f"N.]m@= 7LuP[i?T;GI4Ew=}3b9`5YCƵkρؖ9#ۄo~e?zrPK!\/L)drs/e2oDoc.xmlS0W?XCX*^h0C:eRUU$gy~3o|>ܵ#ڵ3cH:G9.w9# Y>| )DcuQb #09mDH1{)RċdgsE'2OcG"X [lOpTJ:7:?b=_Q>GyZף*6ӴPWU Բhc\vpf߉{&ױ [/ ;#e:{.;;h oo' PK!drs/downrev.xmlLJ@ﰌn,RC̦BAPVKD!mҷwăɗԉz6p;K@W޶\x[ߤBDy&g ,./r̬yCmp@ci%(Pk;($Yh-˅{Z5T}m@{`9>|>՚_ưH[χB6ζ<-@Is_\/PK-!8[Content_Types].xmlPK-!8! /_rels/.relsPK-!\/L).drs/e2oDoc.xmlPK-!ndrs/downrev.xmlPKu$  N8c?"Rectangle 7#"ÒPK!8[Content_Types].xmlAN0EH%N@%邴K@`dOdlyLhoDX3'AL:*/@X*eRp208J妾)G,R}Q)=HiҺ0BL):T뢸WQDY;d]6O&8* VCLj"󃒝 yJ.;[wIC_ :{IOA !>Ø4 p;fɑ3׶Vc.ӵn(&poPK!8! _rels/.relsj0 }qN/k؊c[F232zQLZ%R6zPT]( LJ[ۑ̱j,Z˫fLV:*f"N.]m@= 7LuP[i?T;GI4Ew=}3b9`5YCƵkρؖ9#ۄo~e?zrPK!W$?drs/e2oDoc.xmlSmo0&-}٢Q4`b\I,9M˯J|B$?W5ؒG9gJmJg>[ V=zwg-E[D[%*b5ً tmPHRj" "sE!0Ilq&7^|u>Wб)9/>D:xIjI6۵AIO2X֗|2y~y@ntWs(pl0m=q6do(# 0t1MmZ%?vg惥b\ɘ2ҳ+ 䁳aØꦥ)w TZ'icqV'ԥID1Sԯ_=PK!X drs/downrev.xmlLN0DHH\JiCBqu%Qٞ8;zNp} L@j~/Ad5`uu}U†3OХ4RƦCo, H}ћrl͙˽R MOЙ_:lGaY!o_&~[ᴾ6 N/ |Fp$आ2Q! RPK-!8[Content_Types].xmlPK-!8! /_rels/.relsPK-!W$?.drs/e2oDoc.xmlPK-!X ~drs/downrev.xmlPK&   N8c?"Rectangle 8#"ÔPK!8[Content_Types].xmlAN0EH%N@%邴K@`dOdlyLhoDX3'AL:*/@X*eRp208J妾)G,R}Q)=HiҺ0BL):T뢸WQDY;d]6O&8* VCLj"󃒝 yJ.;[wIC_ :{IOA !>Ø4 p;fɑ3׶Vc.ӵn(&poPK!8! _rels/.relsj0 }qN/k؊c[F232zQLZ%R6zPT]( LJ[ۑ̱j,Z˫fLV:*f"N.]m@= 7LuP[i?T;GI4Ew=}3b9`5YCƵkρؖ9#ۄo~e?zrPK!gG#K%?drs/e2oDoc.xmlSmo0& MEMiX۴t'D"Y>s-oZ/tS" 4]M}ݼYP3 Sֈ7ׯDa{AW>WeOe ѵʊ=zwowO]%n i^\ǫd;| ]IC :*r drs/downrev.xmlLN0DHH\uHZJBBՉ$^Gۆg9fޖYq1<H7= >!2z?ޔ0B drs/downrev.xmlPK $  N8c?"Rectangle 9#"ÒPK!8[Content_Types].xmlAN0EH%N@%邴K@`dOdlyLhoDX3'AL:*/@X*eRp208J妾)G,R}Q)=HiҺ0BL):T뢸WQDY;d]6O&8* VCLj"󃒝 yJ.;[wIC_ :{IOA !>Ø4 p;fɑ3׶Vc.ӵn(&poPK!8! _rels/.relsj0 }qN/k؊c[F232zQLZ%R6zPT]( LJ[ۑ̱j,Z˫fLV:*f"N.]m@= 7LuP[i?T;GI4Ew=}3b9`5YCƵkρؖ9#ۄo~e?zrPK!1\#>drs/e2oDoc.xmlSQo0~G?X~IC۱4u! q gn9;]'D"Y>w-oa{^tsZ۶_l^aka7/+UZ!#U Yez'%g؋@&Yb dE/vRyOw~(>5Wճ6)<ңg;ۡC& FKrloSг8/>D:| IzI۵A")2X6Y'gNoF$9HQN]68{R27a D6j;3R1YdWx^zUٸ]qJvuKӔ[*`#YjҤi\)د~PK! Ki drs/downrev.xmlLN0HH\uCl ԫ/Ib o{ьf)֣5L#L' 9bcB%PvyK ϥuKV뉣BC#.9KЪZ'͚w ~|LJq "pŏPFʝX{a^V˘Dg vSbf B>(PK-!8[Content_Types].xmlPK-!8! /_rels/.relsPK-!1\#>.drs/e2oDoc.xmlPK-! Ki }drs/downrev.xmlPK  n?"Rectangle 10#"PK!8[Content_Types].xmlAN0EH%N@%邴K@`dOdlyLhoDX3'AL:*/@X*eRp208J妾)G,R}Q)=HiҺ0BL):T뢸WQDY;d]6O&8* VCLj"󃒝 yJ.;[wIC_ :{IOA !>Ø4 p;fɑ3׶Vc.ӵn(&poPK!8! _rels/.relsj0 }qN/k؊c[F232zQLZ%R6zPT]( LJ[ۑ̱j,Z˫fLV:*f"N.]m@= 7LuP[i?T;GI4Ew=}3b9`5YCƵkρؖ9#ۄo~e?zrPK!|drs/e2oDoc.xmlTێ }@g}Ybk^Ҷ]u cT Hݪlۇj"Ù33\\;v:U#fBmjjyZ?r/_]nd"QM[M$#L`Ѷ#v0Kz@d,ejʝa/#~p?67Gu6V ,:"\z%AuZtϨ4DDc, 3Gv aH9eQ޸ ̽ !:sWi_Y h@88{lZ@PcJ){(,i~^N1WLiTicuQc #:9ؐjtl%YHvcݝIaHa/Ѝ^fy^d5['ŪNyYy]Ң,nW?ZWwBR{hhb>h:N#LOvCJxqt"Ubx"`'/GA%5:U~*ZG( !gИjQXcmK,HSPXwGÎz4pCo(WP|uPb1sztOPK!q9drs/downrev.xmlLN0DHHܨCƩ qRāxngg5vdGH*sj^"ёRc{B((8ha&MpbL\y K~*MSˋn ,9=/~B:1@*Q&OSbXעk% ?PK-!8[Content_Types].xmlPK-!8! /_rels/.relsPK-!|.drs/e2oDoc.xmlPK-!q9drs/downrev.xmlPK     n ?"Rectangle 11#"PK!8[Content_Types].xmlAN0EH%N@%邴K@`dOdlyLhoDX3'AL:*/@X*eRp208J妾)G,R}Q)=HiҺ0BL):T뢸WQDY;d]6O&8* VCLj"󃒝 yJ.;[wIC_ :{IOA !>Ø4 p;fɑ3׶Vc.ӵn(&poPK!8! _rels/.relsj0 }qN/k؊c[F232zQLZ%R6zPT]( LJ[ۑ̱j,Z˫fLV:*f"N.]m@= 7LuP[i?T;GI4Ew=}3b9`5YCƵkρؖ9#ۄo~e?zrPK!phzdrs/e2oDoc.xmlTmo0˲N[KҀpmplcMsv乻<9tuBg)F\Q̈́dD1"5~,^nd"QM[M$#B`Ѷ#\M%=w2t2c5հi8qd&bN%H=A'hgoPV; D7<d/< ǙS 1R}eY(Po\qCJ/[<;GѦױVv%OG^ӫˆe(%Ok;[ !t l-nҢ=y?0B؀8v+Hrή'źlf]9MXYQ1Z{A4Q|ISw ;a j<;*tb3<rc73$j }?lQe(fO g0pjƱˎX|@XavGÎf4p\awƊm Y,ҷ FD]a,yp`b ~^ZPK! drs/downrev.xmlLN0 HCd$n,]54 q WɚƩlkyz;ڟdv>$,0MS=u>_YVW%ʝCرB@ &ƱX ^ 4OYFϿ]良E=c8'uS$T%ȁ%5 _PK-!8[Content_Types].xmlPK-!8! /_rels/.relsPK-!phz.drs/e2oDoc.xmlPK-! drs/downrev.xmlPK    n?"Rectangle 12#"PK!8[Content_Types].xmlAN0EH%N@%邴K@`dOdlyLhoDX3'AL:*/@X*eRp208J妾)G,R}Q)=HiҺ0BL):T뢸WQDY;d]6O&8* VCLj"󃒝 yJ.;[wIC_ :{IOA !>Ø4 p;fɑ3׶Vc.ӵn(&poPK!8! _rels/.relsj0 }qN/k؊c[F232zQLZ%R6zPT]( LJ[ۑ̱j,Z˫fLV:*f"N.]m@= 7LuP[i?T;GI4Ew=}3b9`5YCƵkρؖ9#ۄo~e?zrPK!(}{drs/e2oDoc.xmlTmo >i=K4TmLZ@h8i4-swqu$qV5R ϫ #bDjk~u՛ՒqD75n7U83mFێxM,IӤז)wV&Gl=5n>60&+Rm,1XtD($AuZtϨ4DDc,gir~[$X/0R}eyOo\nކCJ/Zp7,'/hݿ 똪}cI@XcE# "?/"yTicuQc #:9ؐjtl%Y/E;X@wnRgñqXpG tcY^y9YMgbU\Lt6I򶜦EY,W?ZWwBQyYw==ԇŠNSЅRt5HF1T9K1ŐS5>(<\4Ta5 0Zm0kmw zw4hG( Gk1̅z|kش(}kD3fb $,0MS=u>_YVW%ʝCرB@ &ƱX ^ 4OYFϿ]良E=c8'uS$T%ȁ%5 _PK-!8[Content_Types].xmlPK-!8! /_rels/.relsPK-!(}{.drs/e2oDoc.xmlPK-! drs/downrev.xmlPK B  @8c?"Line 13#"PK!8[Content_Types].xmlAN0EH%N@%邴K@`dOdlyLhoDX3'AL:*/@X*eRp208J妾)G,R}Q)=HiҺ0BL):T뢸WQDY;d]6O&8* VCLj"󃒝 yJ.;[wIC_ :{IOA !>Ø4 p;fɑ3׶Vc.ӵn(&poPK!8! _rels/.relsj0 }qN/k؊c[F232zQLZ%R6zPT]( LJ[ۑ̱j,Z˫fLV:*f"N.]m@= 7LuP[i?T;GI4Ew=}3b9`5YCƵkρؖ9#ۄo~e?zrPK!D)+drs/e2oDoc.xmlS0W?XCR*^hi`lXul6T;vn/UͼIt JS u(hD1"%pW?,{Snd"QM[M$#n WlfIL&i:Kzmr`xS4{$K |\m\aMVKR,1WXtD(UOъ?:AvcD7<dj[bx̽MoEv @PeЛ޸R*:zVfZ=ӺWE+*gׇ2 }@}Hޢdž?bIkvٛ01zȿ~WPK!yjd drs/downrev.xmlLN0DHuQ(BUQlJ&6q?B1bьfΔvRSCX.2`ʵ^C8=B$'xTuuyQR!ٽS;J\(A8V+KaG'K1ɩrs*,{z4jU;G`<ֻjCW#Ubj ½KDvy'W%PK-!8[Content_Types].xmlPK-!8! /_rels/.relsPK-!D)+.drs/e2oDoc.xmlPK-!yjd ldrs/downrev.xmlPKv B  @8c?"Line 14#"ÅPK!8[Content_Types].xmlAN0EH%N@%邴K@`dOdlyLhoDX3'AL:*/@X*eRp208J妾)G,R}Q)=HiҺ0BL):T뢸WQDY;d]6O&8* VCLj"󃒝 yJ.;[wIC_ :{IOA !>Ø4 p;fɑ3׶Vc.ӵn(&poPK!8! _rels/.relsj0 }qN/k؊c[F232zQLZ%R6zPT]( LJ[ۑ̱j,Z˫fLV:*f"N.]m@= 7LuP[i?T;GI4Ew=}3b9`5YCƵkρؖ9#ۄo~e?zrPK!,drs/e2oDoc.xmlSێ }@'ZqV%F1*$NT;KUx3g c/с['p6N1j&ԮVFňԊW~^|0LsiɸE\9 wޛ2IxOXն'v0K@e4ejʝ|m9/mGud1' zAEO7xV jӭS'm&K#Z9,zX$X1RBq5q%xjcCq^Z)]wDxv2]H8 콎}:trnrG(P!%dRz%zK@i#n[K$Lbapsf^q–!6d*A5bgS-gŨȧQ6Ӫ.FU8inZV`:Yw_^ynzC=6 ^t3(xf #/'GPK!S3u drs/downrev.xmlLKO0HkQGT*K H\7l Tn3̷zUwn0:/ x)ńNN QE'MXTr;,ƅl xrk2тIm`m;b?6z?{ܠWt>?|BZp22#>_zQND+./VPK-!8[Content_Types].xmlPK-!8! /_rels/.relsPK-!,.drs/e2oDoc.xmlPK-!S3u qdrs/downrev.xmlPK|  n?"Rectangle 15#"PK!8[Content_Types].xmlAN0EH%N@%邴K@`dOdlyLhoDX3'AL:*/@X*eRp208J妾)G,R}Q)=HiҺ0BL):T뢸WQDY;d]6O&8* VCLj"󃒝 yJ.;[wIC_ :{IOA !>Ø4 p;fɑ3׶Vc.ӵn(&poPK!8! _rels/.relsj0 }qN/k؊c[F232zQLZ%R6zPT]( LJ[ۑ̱j,Z˫fLV:*f"N.]m@= 7LuP[i?T;GI4Ew=}3b9`5YCƵkρؖ9#ۄo~e?zrPK!|!}drs/e2oDoc.xmlTێ0}G,wsj/!-b\i,ntH$gl'̜I j]qE5j[OדFňԊ;|zbٛՒq rUojzo$qqp0ۄYCN&yΒ^[f9X6*oNq#Ych cZjki= #BOO'hgo:AvTwnAyl6-1@ֈJiHPo\~k!o[p,'hӿ “1Wv! dbIN%(,i>bDar6,#TicuQc ctw>!k)ZH'v c7nRgñ! a/Vfyd=['źNyYySҢ,ZWBQzYw=6 (>ԇER94>b m(EWɉTΤDNc)ߘPA>9DFAm4{QX 5Ƅ+VۯЎ5v_vr ;v46A5 z|gض9Q׈ Qb:=|>^?/PK!s drs/downrev.xmlLMO0 HHXM'@B5mL[h*ɶ_9ɲGَ> \H3u ^.2!j2zt  NOJ]w<Ա\B BhuX 筎N\nGNki@|~{gO4Ø4 p;fɑ3׶Vc.ӵn(&poPK!8! _rels/.relsj0 }qN/k؊c[F232zQLZ%R6zPT]( LJ[ۑ̱j,Z˫fLV:*f"N.]m@= 7LuP[i?T;GI4Ew=}3b9`5YCƵkρؖ9#ۄo~e?zrPK!a/|drs/e2oDoc.xmlTmo >i=KԱT}YIV c4 Hv߁4aHṻX\;v:U#fBmjjRbM| xXrݡ`Nvw6]"{-[ )n7Ңy?S7؀8I#Y^|bUL'󋴜z>KyqfE Ƹˊ+ D>.uJݝFߟ"섇6qyt"U fRy"`'/CoLI@( _p{ZGP3hLxBh}¨v%c$)VѰ (h0o[cŦ,F+_#.Y$ -c8<OZPK!w drs/downrev.xmlLMO0 HHX !5mLShɶ_9ɲW S=)\% Zoz>^d Bd ,`[0H/xc'BBZt:ONG^NI r$7#>XlS0eϙIXSnv7ןJw "/ ;5~O&A&]sAƓy~h)Ȫ?~PK-!8[Content_Types].xmlPK-!8! /_rels/.relsPK-!a/|.drs/e2oDoc.xmlPK-!w drs/downrev.xmlPK     n ?"Rectangle 17#"PK!8[Content_Types].xmlAN0EH%N@%邴K@`dOdlyLhoDX3'AL:*/@X*eRp208J妾)G,R}Q)=HiҺ0BL):T뢸WQDY;d]6O&8* VCLj"󃒝 yJ.;[wIC_ :{IOA !>Ø4 p;fɑ3׶Vc.ӵn(&poPK!8! _rels/.relsj0 }qN/k؊c[F232zQLZ%R6zPT]( LJ[ۑ̱j,Z˫fLV:*f"N.]m@= 7LuP[i?T;GI4Ew=}3b9`5YCƵkρؖ9#ۄo~e?zrPK!a/f{drs/e2oDoc.xmlTm!n |۷MS/ l4wMgaq}l%:pVήR O #bDj+^|LshɸED3n7e8+mZۖx], z+Wr8monQ0*l|Nw4\"z-)+iс:6yK7X_pG pcϳHoh3MGŦt6J|bfEƸˊzD.p.3LOCJVxvv"ek gRz"do'ϱG)ecY j O0+ɷ zw0`l( G+1͕{|o59(}Efb ^d Bd ,`[0H/xc'BBZt:ONG^NI r$7#>XlS0eϙIXSnv7ןJw "/ ;5~O&A&]sAƓy~h)Ȫ?~PK-!8[Content_Types].xmlPK-!8! /_rels/.relsPK-!a/f{.drs/e2oDoc.xmlPK-!w drs/downrev.xmlPK  B   @8c?"Line 18#"ÃPK!8[Content_Types].xmlAN0EH%N@%邴K@`dOdlyLhoDX3'AL:*/@X*eRp208J妾)G,R}Q)=HiҺ0BL):T뢸WQDY;d]6O&8* VCLj"󃒝 yJ.;[wIC_ :{IOA !>Ø4 p;fɑ3׶Vc.ӵn(&poPK!8! _rels/.relsj0 }qN/k؊c[F232zQLZ%R6zPT]( LJ[ۑ̱j,Z˫fLV:*f"N.]m@= 7LuP[i?T;GI4Ew=}3b9`5YCƵkρؖ9#ۄo~e?zrPK!V!8-drs/e2oDoc.xmlS0W?XC,VUlHc;Īc[!ޱ hi/U=It JS /hD1"%>sV?,{Snd"QM[M$#n Wph[O%=w2m|4dzZWU Բhc\vWf `x*i$zCrdH:3L𢅝f筽4D~WPK!W7drs/downrev.xmlLKO0HkQ<(S.% qnŏmlO4ڙW'gI ^|&iVC,& mZ¯.oo U8}Rh%0 =e0:Lt-W#iY(Ă;<}08M_1-nz]KzJe:TWY /5I]b!9ge?PK-!8[Content_Types].xmlPK-!8! /_rels/.relsPK-!V!8-.drs/e2oDoc.xmlPK-!W7pdrs/downrev.xmlPKz B   @8c?"Line 193"ÅPK!8[Content_Types].xmlAN0EH%N@%邴K@`dOdlyLhoDX3'AL:*/@X*eRp208J妾)G,R}Q)=HiҺ0BL):T뢸WQDY;d]6O&8* VCLj"󃒝 yJ.;[wIC_ :{IOA !>Ø4 p;fɑ3׶Vc.ӵn(&poPK!8! _rels/.relsj0 }qN/k؊c[F232zQLZ%R6zPT]( LJ[ۑ̱j,Z˫fLV:*f"N.]m@= 7LuP[i?T;GI4Ew=}3b9`5YCƵkρؖ9#ۄo~e?zrPK!KAU.drs/e2oDoc.xmlS0W?XC"ªJm0C:eRU3o<ΝD'nЪ8ň+P{ݎ9O#R+^ wiݪ7VK-ޔIh;p񰵇Yz'IΓ^[f98xSiHڸÚW8XbZAXtD(Hz'hPV;1]FPkjj^Zbx̽M/Ex"Y(ehMo\P=wZoFyZף*ͷهY=~jY^1B0!yD $fxU^  3_PK!drs/downrev.xmlLN0HHܨC8zRRQl orjgFVvR! ]d\/:;%[EXחҟݛ:5gTbtJSy촲~RO,&ZCe3[,[r 'Ѫ`u:lqA!'`I/ 51ddF]NI3䯊b %!^WPK-!8[Content_Types].xmlPK-!8! /_rels/.relsPK-!KAU..drs/e2oDoc.xmlPK-!qdrs/downrev.xmlPK|B  @8c?"Line 20#"ÃPK!8[Content_Types].xmlAN0EH%N@%邴K@`dOdlyLhoDX3'AL:*/@X*eRp208J妾)G,R}Q)=HiҺ0BL):T뢸WQDY;d]6O&8* VCLj"󃒝 yJ.;[wIC_ :{IOA !>Ø4 p;fɑ3׶Vc.ӵn(&poPK!8! _rels/.relsj0 }qN/k؊c[F232zQLZ%R6zPT]( LJ[ۑ̱j,Z˫fLV:*f"N.]m@= 7LuP[i?T;GI4Ew=}3b9`5YCƵkρؖ9#ۄo~e?zrPK!H,drs/e2oDoc.xmlS͎0W;XC,VUlH}c;Īc[!ޱ hi/UgoON#NhUlbL}mF '/;aٛOt%rEoJzo$qqcmemG<\>adז)w^"~p_qd.jI%tAEG7xV jӍS%i1&K%\8,zZ$XsEBq4+R['j5UKԞGog~Y(fr.@]E3!cN$Tb;ηvGt6aDA7">):hGhr|v>P!$DRz# %4NK69UҢ# #!"Z ['B^d.Ul ]fc^(ף<ѧMaVO몪Z`:Yw62Y !G$:;[{m3d4';| PK!X@ drs/downrev.xmlLN0HQQS.% qn?v8'zܙ7v2\VKD։v>s !~emuWb!~K;Jl(q,( ҍ&NQʍOަ GSP}aC (?Cw"!۬S23g,_if%ZvAPK-!8[Content_Types].xmlPK-!8! /_rels/.relsPK-!H,.drs/e2oDoc.xmlPK-!X@ pdrs/downrev.xmlPKz  n ?"Rectangle 21#"PK!8[Content_Types].xmlAN0EH%N@%邴K@`dOdlyLhoDX3'AL:*/@X*eRp208J妾)G,R}Q)=HiҺ0BL):T뢸WQDY;d]6O&8* VCLj"󃒝 yJ.;[wIC_ :{IOA !>Ø4 p;fɑ3׶Vc.ӵn(&poPK!8! _rels/.relsj0 }qN/k؊c[F232zQLZ%R6zPT]( LJ[ۑ̱j,Z˫fLV:*f"N.]m@= 7LuP[i?T;GI4Ew=}3b9`5YCƵkρؖ9#ۄo~e?zrPK!)|drs/e2oDoc.xmlTێ0}G,^m EH Xv 6۴wΦth%gLΜ9C'ў['q6M1j&ԶƟ?'K';|z7u%AԸTIh;pۄYCN&yΓ^[f9x{;U4MGƀuduA%  >zJuK';=.糦ўzV?PK!B drs/downrev.xmlLOO0&~fL)51U4ZHQ:% ~zǓ彼r?Aq '*zS*&O`ԅ'zc;% 8R֢aG$>td9uLnYl=G~`ʟrm4k|{|{"P1Sd2d 7iG6YPK-!8[Content_Types].xmlPK-!8! /_rels/.relsPK-!)|.drs/e2oDoc.xmlPK-!B drs/downrev.xmlPK    n ?"Rectangle 22#"PK!8[Content_Types].xmlAN0EH%N@%邴K@`dOdlyLhoDX3'AL:*/@X*eRp208J妾)G,R}Q)=HiҺ0BL):T뢸WQDY;d]6O&8* VCLj"󃒝 yJ.;[wIC_ :{IOA !>Ø4 p;fɑ3׶Vc.ӵn(&poPK!8! _rels/.relsj0 }qN/k؊c[F232zQLZ%R6zPT]( LJ[ۑ̱j,Z˫fLV:*f"N.]m@= 7LuP[i?T;GI4Ew=}3b9`5YCƵkρؖ9#ۄo~e?zrPK!>mU}drs/e2oDoc.xmlTmo0˲N{iX8ݦsv> D"9g|y|y$rV5R #bDjk_-^MsjɸED75n7U83mFێxu,!z'M|:^Ϸ'PK!ul drs/downrev.xmlLN0EH5HӐ6TXq G&|},G3n6;zK֫RkUO ,ˋR X(!WHܵt+;"NFpNW0/[9¯/ߵ<~P*85vOʱA&I i~ d]JPK-!8[Content_Types].xmlPK-!8! /_rels/.relsPK-!>mU}.drs/e2oDoc.xmlPK-!ul drs/downrev.xmlPK    H?"Text Box 23#"PK!8[Content_Types].xmlAN0EH%N@%邴K@`dOdlyLhoDX3'AL:*/@X*eRp208J妾)G,R}Q)=HiҺ0BL):T뢸WQDY;d]6O&8* VCLj"󃒝 yJ.;[wIC_ :{IOA !>Ø4 p;fɑ3׶Vc.ӵn(&poPK!8! _rels/.relsj0 }qN/k؊c[F232zQLZ%R6zPT]( LJ[ۑ̱j,Z˫fLV:*f"N.]m@= 7LuP[i?T;GI4Ew=}3b9`5YCƵkρؖ9#ۄo~e?zrPK!xdrs/e2oDoc.xmlT[o0~G?X~r!ݚh6E4&9vq"/߹|wd'SkHA(LJlAL ց5}^-?L%shѮLM[M$g x؀ǥ$².< cKpv:ˈ4M']M16Gu%6V}u<#[~gFqsll[fḏLw(Q%у=g0B{~}9OhiȗJ&0,LNN8. z@ccP<,AtME.9%ϲ(<`ằοГ0E#<9a$xs)R]v,1*~{'fµ q(G8 F⿖Y^y9[/.fŪʋt1KØ4 p;fɑ3׶Vc.ӵn(&poPK!8! _rels/.relsj0 }qN/k؊c[F232zQLZ%R6zPT]( LJ[ۑ̱j,Z˫fLV:*f"N.]m@= 7LuP[i?T;GI4Ew=}3b9`5YCƵkρؖ9#ۄo~e?zrPK!Zdrs/e2oDoc.xmlTێ }@g}V^"1* $wIE3fay5uBg)F\5 lT1*5~_^Xd"QL;M$xO݅6\նv0K@e<e;w"~ƿo[=5|m7aLVKZm-5haB';)Y T/nEDhxҟy1(32ۼH9F#=#I`\nsՙ{|rHێ-V fxCw^G}(:t&f1/S6B%):6\(LjlN·hhut 9-[ )n7Ң=w@&UpV:nk$z5)feYySSR`FN0սPLJnUE^L14~KZRƋi婐7 Uf^ R\氰͹j1~bM="J%wbh}^?wPK!2Xdrs/downrev.xmlLN0DHH\u iC6 66Q6cNphMm< rbA8|߯A@bw- ʍd}hT,Bk-Xwth3md-uZ{i3U+uY.73s /~D22U$ƫ1> Tt7Iuke?PK-!8[Content_Types].xmlPK-!8! /_rels/.relsPK-!Z.drs/e2oDoc.xmlPK-!2Xdrs/downrev.xmlPK B S  ?+++S>\>__,-.123#$%&)[t4t"tX T T)(#tt"t! TdRdF t@'a'F t`&t!t @5a'6t g& t `&At !t f&p`A&tAt@'a'%t'%t`&At!t@a't0 _Toc240191666 _Toc240191667 _Toc240191668 _Toc509194965 _Toc240191669 _Toc509194966 _Toc240191670 _Toc509194967 _Toc240191671 _Toc240191672 _Toc240191673 _Toc240191674 _Toc240191675 _Toc240191676 _Toc240191677 _Toc240191678 _Toc240191679 _Toc166778523 _Toc240191680 _Toc240191681 _Toc240191682 _Investigative_Meeting_Worksheet _Toc240191683 _Toc240191684 _Toc240191685 _Toc71512571 _Toc99507211 _Toc107278515 _Toc240191686 _Toc240191687 _Toc240191688 _Toc240191689involve _Toc240191690 _Toc240191691_Self_Directed_Action _Toc240191693 _Toc240191694Title _Toc240191695 _Toc240191696 _Toc240191697 _Toc240191698 _Toc240191699 _Toc240191700 OLE_LINK1 OLE_LINK2 _Hlk166776368 WW%%WX!y*+q/:_>_>OE|I9KQPQP\\````c.ghg8imoyiGuz+  !"#$%&'()*+,-./ wwoo,,!*+/V:>wEIDKQPpP\\````c.gfggimWoyŚƚt ] ++++S>T>\>]>____,/14#')*MOPRSUVXYGH ++++S>T>\>]>____,/14#')*MOPRSUVXYGH ++++S>>>>____,/14#')*$Č&':ճ.(ʱ"P8,C,>0ɰ3ﴥ<D$^UtJ)s\N$QzO4/j 2<6(7%5@&,+CqP:TQDwV(a9Z@ L\ 鰰(\((/ ^v`s Sd_Iqoc4:c8cBl.hX\oL;1NpjH_b6.qf -fq:$E>tp(C)w|*(h^`(CJo(.^`.^`.pL^p`L.@ ^@ `.^`.L^`L.^`.^`.PL^P`L. ^`OJ QJ o(^`OJ QJ ^J o(o pp^p`OJ QJ o( @ @ ^@ `OJQJo(^`OJ QJ ^J o(o ^`OJ QJ o( ^`OJQJo(^`OJ QJ ^J o(o PP^P`OJ QJ o( ^`OJQJo( ^`OJ QJ o(o pp^p`OJ QJ o( @ @ ^@ `OJQJo( ^`OJ QJ o(o ^`OJ QJ o( ^`OJQJo( ^`OJ QJ o(o PP^P`OJ QJ o(^`.^`.pLp^p`L.@ @ ^@ `.^`.L^`L.^`.^`.PLP^P`L. ^`OJ QJ o(^`OJ QJ ^J o(o pp^p`OJ QJ o( @ @ ^@ `OJQJo(^`OJ QJ ^J o(o ^`OJ QJ o( ^`OJQJo(^`OJ QJ ^J o(o PP^P`OJ QJ o(^`o(.^`OJ QJ ^J o(o pp^p`OJ QJ o( @ @ ^@ `OJQJo(^`OJ QJ ^J o(o ^`OJ QJ o( ^`OJQJo(^`OJ QJ ^J o(o PP^P`OJ QJ o( ^`OJ QJ o(^`OJ QJ ^J o(o pp^p`OJ QJ o( @ @ ^@ `OJQJo(^`OJ QJ ^J o(o ^`OJ QJ o( ^`OJQJo(^`OJ QJ ^J o(o PP^P`OJ QJ o(^`.^`.pLp^p`L.@ @ ^@ `.^`.L^`L.^`.^`.PLP^P`L. ^`OJ QJ o(^`OJ QJ ^J o(o pp^p`OJ QJ o( @ @ ^@ `OJQJo(^`OJ QJ ^J o(o ^`OJ QJ o( ^`OJQJo(^`OJ QJ ^J o(o PP^P`OJ QJ o( ^`OJ QJ o(pp^p`OJ QJ ^J o(o @ @ ^@ `OJ QJ o( ^`OJQJo(^`OJ QJ ^J o(o ^`OJ QJ o( ^`OJQJo(PP^P`OJ QJ ^J o(o   ^ `OJ QJ o( ^`OJQJo(^`OJ QJ ^J o(o pp^p`OJ QJ o( @ @ ^@ `OJQJo(^`OJ QJ ^J o(o ^`OJ QJ o( ^`OJQJo(^`OJ QJ ^J o(o PP^P`OJ QJ o( ^`OJQJo( ^`OJ QJ o(o pp^p`OJ QJ o( @ @ ^@ `OJQJo( ^`OJ QJ o(o ^`OJ QJ o( ^`OJQJo( ^`OJ QJ o(o PP^P`OJ QJ o(^`.^`.pLp^p`L.@ @ ^@ `.^`.L^`L.^`.^`.PLP^P`L. ^`OJQJo( ^`OJ QJ o(o pp^p`OJ QJ o( @ @ ^@ `OJQJo( ^`OJ QJ o(o ^`OJ QJ o( ^`OJQJo( ^`OJ QJ o(o PP^P`OJ QJ o(h^h`B*CJOJ QJ o(ph ^`OJ QJ o(o pp^p`OJ QJ o( @ @ ^@ `OJQJo( ^`OJ QJ o(o ^`OJ QJ o( ^`OJQJo( ^`OJ QJ o(o PP^P`OJ QJ o( hh^h`OJ QJ o( ^`OJ QJ o(o pp^p`OJ QJ o( @ @ ^@ `OJQJo( ^`OJ QJ o(o ^`OJ QJ o( ^`OJQJo( ^`OJ QJ o(o PP^P`OJ QJ o(^`.^`.pL^p`L.@ ^@ `.^`.L^`L.^`.^`.PL^P`L. ^`OJQJo( ^`OJ QJ o(o pp^p`OJ QJ o( @ @ ^@ `OJQJo( ^`OJ QJ o(o ^`OJ QJ o( ^`OJQJo( ^`OJ QJ o(o PP^P`OJ QJ o(^`.^`.pLp^p`L.@ @ ^@ `.^`.L^`L.^`.^`.PLP^P`L. ^`OJQJo(^`OJ QJ ^J o(o ^`OJ QJ o( m m ^m `OJQJo(==^=`OJ QJ ^J o(o   ^ `OJ QJ o( ^`OJQJo(^`OJ QJ ^J o(o }}^}`OJ QJ o( ^`OJQJo( ^`OJ QJ o(o pp^p`OJ QJ o( @ @ ^@ `OJQJo( ^`OJ QJ o(o ^`OJ QJ o( ^`OJQJo( ^`OJ QJ o(o PP^P`OJ QJ o(^`o(.^`.pLp^p`L.@ @ ^@ `.^`.L^`L.^`.^`.PLP^P`L. h^h`OJ QJ o(^`OJ QJ ^J o(o pp^p`OJ QJ o( @ @ ^@ `OJQJo(^`OJ QJ ^J o(o ^`OJ QJ o( ^`OJQJo(^`OJ QJ ^J o(o PP^P`OJ QJ o(   ^ `OJQJo(^`OJ QJ ^J o(o ^`OJ QJ o( | | ^| `OJQJo(LL^L`OJ QJ ^J o(o ^`OJ QJ o( ^`OJQJo(^`OJ QJ ^J o(o ^`OJ QJ o( ^`OJ QJ o(^`OJ QJ ^J o(o pp^p`OJ QJ o( @ @ ^@ `OJQJo(^`OJ QJ ^J o(o ^`OJ QJ o( ^`OJQJo(^`OJ QJ ^J o(o PP^P`OJ QJ o( ^`OJ QJ o(^`56OJ QJ o(pLp^p`L.@ @ ^@ `.^`.L^`L.^`.^`.PLP^P`L.   ^ `OJQJo(^`OJ QJ ^J o(o ^`OJ QJ o( | | ^| `OJQJo(LL^L`OJ QJ ^J o(o ^`OJ QJ o( ^`OJQJo(^`OJ QJ ^J o(o ^`OJ QJ o( ^`OJQJo( ^`OJ QJ o(o pp^p`OJ QJ o( @ @ ^@ `OJQJo( ^`OJ QJ o(o ^`OJ QJ o( ^`OJQJo( ^`OJ QJ o(o PP^P`OJ QJ o(^`o(.^`.pLp^p`L.@ @ ^@ `.^`.L^`L.^`.^`.PLP^P`L. ^`OJQJo( ^`OJ QJ o(o pp^p`OJ QJ o( @ @ ^@ `OJQJo( ^`OJ QJ o(o ^`OJ QJ o( ^`OJQJo( ^`OJ QJ o(o PP^P`OJ QJ o( h^h`OJ QJ o(^`OJ QJ ^J o(o pp^p`OJ QJ o( @ @ ^@ `OJQJo(^`OJ QJ ^J o(o ^`OJ QJ o( ^`OJQJo(^`OJ QJ ^J o(o PP^P`OJ QJ o(@hh^h`.h^h`B*CJOJ QJ o(ph ^`OJ QJ o(o pp^p`OJ QJ o( @ @ ^@ `OJQJo( ^`OJ QJ o(o ^`OJ QJ o( ^`OJQJo( ^`OJ QJ o(o PP^P`OJ QJ o(^`CJ OJ QJ aJ o(^`OJ QJ ^J o(o pp^p`OJ QJ o( @ @ ^@ `OJQJo(^`OJ QJ ^J o(o ^`OJ QJ o( ^`OJQJo(^`OJ QJ ^J o(o PP^P`OJ QJ o(&:c(75@9Z-fqwV3)sb6.qZ Sd_c/ ^)w|.,>qocP~H] L\QBl2$Q1Np<:CqPO4/Ut(\X\oE>tb: @h 8^8`OJQJo(d: @h ^`OJQJo(3$$                                                                                                                              ƌ                                                                      j                          ˨NdG                                           j                  @        :`,Thc7k & wA<fs&=0,J0c(9RVw@$|$g`*+D1j4z19~r9<-9< I<==^&>AD`EnFmH5cIeJLILM$~M:P 'PaW8X:Z9\`bud0fg%dg%iu+ifKi.IjNjRtnwnpcppuwDwqwwCxpy~EFm1y@.n.LOWPuP<WyuokJ3CmY+*7{#$p-]Du* 4_? L*a[MN'gRpy aVhabdN*W8YTG3Kl u3QiLtZy^#n99F\6hG-5H+a&Wo_dZMO@@UnknownG*Ax Times New Roman5Symbol3. *Cx Arial7@CambriaCNComic Sans MSK,Bookman Old Style3*Ax TimesI. ??Arial Unicode MS7. [ @Verdana9Garamond7.@Calibri5. .[`)Tahoma;Wingdings?= *Cx Courier New_Monotype SortsZapfDingbatsA$BCambria Math"1hC(C(ZW!gpW!gp!88x0BHX  $PY+2!xx Facilitative LeadersJonathan Halperin Guiditta, Ann$                           ! " # Oh+'0   @ L X dpxFacilitative LeadersJonathan HalperinNormalGuiditta, Ann2Microsoft Office Word@@D1%@b`HR@b`HR!W՜.+,D՜.+,@ hp|  GHCpg Facilitative Leaders Title$ 8@ _PID_HLINKSA &_Self_Directed_Action3 !_Investigative_Meeting_Worksheet  !"#$%&'()*+,-./0123456789:;<=>?@ABCDEFGHIJKLMNOPQRSTUVWXYZ[\]^_`abcdefghijklmnopqrstuvwxyz{|}~     !"#$%&'()*+,-./0123456789:;<=>?@ABCDEFGHIJKLMNOPQRSTUVWXYZ[\]^_`abcdefghijklmnopqrstuvwxyz{|}~      !"#$%&'()*+,-./012346789:;<>?@ABCDKRoot Entry F6jRMData  1TableOWordDocumentSummaryInformation(5DocumentSummaryInformation8=CompObjr  F Microsoft Word 97-2003 Document MSWordDocWord.Document.89q