ࡱ> g SbjbjVV r<r<w{&&4h4. 4   w,$Bv    Пb$$$   $ $$F1l @o!T2jX"jjA@Z@$U4H$X j& F:  DISABILITY ACTION PLAN 2011-2013 TABLE OF CONTENTS  TOC \o "1-1" \h \z \u  HYPERLINK \l "_Toc284249871" INTRODUCTION  PAGEREF _Toc284249871 \h i  HYPERLINK \l "_Toc284249872" OUTCOME AREA 1  PAGEREF _Toc284249872 \h 1  HYPERLINK \l "_Toc284249873" OUTCOME AREA 2  PAGEREF _Toc284249873 \h 12  HYPERLINK \l "_Toc284249874" OUTCOME AREA 3  PAGEREF _Toc284249874 \h 17  HYPERLINK \l "_Toc284249875" OUTCOME AREA 4  PAGEREF _Toc284249875 \h 19  INTRODUCTION This Disability Action Plan (DAP) was prepared by UnitingCare Community Options (UCCO) using a collaborative approach between staff and participants. The Plan was built on knowledge gained from discussions with participants, with staff and with others in the Disability Services Sector and from research on initiatives undertaken elsewhere in the sector. The Plan is structured around each of the four areas of a Disability Action Plan, that is:- reducing barriers to persons with a disability accessing UCCOs goods, services and facilities; reducing barriers to persons with a disability obtaining and maintaining employment at UCCO; promoting inclusion and participation in the community of persons with a disability; and achieving tangible changes in attitudes and practices which discriminate against persons with a disability. A set of barriers has been identified and for each barrier, goals and action recommended. The Plan also identifies where additional resources will be required. This Plan has now been lodged with the 鱨վ. UCCO will establish a Disability Action Plan Reference Group to monitor the progress of the implementation of the DAP; review the DAP annually; evaluate the effectiveness of the actions taken; and recommend any adjustments to the DAP. The Groups membership will comprise of participants and staff, including management representation. For the purpose of this Plan, staff also refers to volunteers and work also refers to volunteer positions. "Disability" relates to a range of disabilities including physical, sensory and psychological. Scott Sheppard Chief Executive OUTCOME AREA 1 Reducing barriers to persons with a disability accessing goods, services and facilities UnitingCare Community Options aims to continue improving quality of service, and to reduce barriers to persons with a disability accessing goods, services and facilities, with the following recommendations and initiatives. These result from extensive feedback from both participants and staff, especially regarding reducing, streamlining and upgrading paperwork that impacts directly on participants and that is user friendly. Support for person-centred practice must continue as processes are refined. Please refer to: Summary of Feedback, Participant Committee Forum, "Breaking down the Barriers": 23rd June, 2010; and Disability Action Plan Staff Survey; Outcome Area 1: September, 2010. BarriersGoalsStrategies to overcome or remove the barriersResponsibilityTimeframeAdditional Resources RequiredPerformance Indicators 1 Processes and Documentation Complexity of paperwork Paperwork is kept to a minimum and is easy to use Forms & procedural handling to be reviewed for simplification, efficiency and affectivity. Establish Working Party from Operations, Quality and Participant Committee to review forms Team Leaders 12 months Number of modified & simplified forms BarriersGoals Strategies to overcome or remove the barriersResponsibilityTimeframeAdditional Resources RequiredPerformance Indicators Waitlist concerns Participants on UCCO waitlists receive information, increased contact and other support during the waiting period (1) Implement recommendations from Flexible Support Packages Demonstration Project (FSP) project. Flexible Support Project Team Leader 12 months Implementation of FSP recommendations (2) Continue to continue to use existing strategies such as the Creating not Waiting program that build the capacity of participants to initiate action. Disability Services Team 3 years A Creating not Waiting event held annually 2 Communication Service Provider registration  A refined and streamlined process to enable rapid registration and use of new Service Providers (1) Continue Reference Group (currently in place) to explore ways for more efficient choice and access to goods and services through providers General Manager, Service Development & Support 12 monthsRevised Service Provider registration procedure. Increased communication of developments and improvements regarding service provider registration process between Reference Group, participants and staff. BarriersGoalsStrategies to overcome or remove the barriersResponsibilityTimeframeAdditional Resources RequiredPerformance Indicators Service Provider registration  (2) Consider including information in info pack re: Service Provider process so participants have realistic expectations and communicate outcomes from Working Party to UCCO staff to help reduce any confusion   Information pack content reviewed. (3) Review the potential of establishing protocols with other UnitingCare Agencies and pooling registered Providers Discussions held with other UnitingCare agencies. Call waiting volume  Audible UCCO Call Waiting information Volume on Call Waiting messages to be increased and information to be updated regularly to maintain its relevance. Manager Support Services, Public Relations Officer 12 months Volume increased Content reviewed monthly Community knowledge  Community members are aware that they are eligible for services; of services that they are eligible for; and of UCCO's role Continue concerted Marketing Plan that builds on current Marketing Plan General Manager, Service Development & Support, Public Relations Officer 3 years Yes Marketing Plan developed, implemented and reviewed in the coming 3 years BarriersGoalsStrategies to overcome or remove the barriersResponsibilityTimeframeAdditional Resources RequiredPerformance Indicators Eligibility Participants and staff are clear about eligibility for UCCO services and programs In consultation with the Flexible Support Packages Demonstration Project Coordinator, develop summary information for Partnership and Intake Workers, reception and participants to include: - eligibility requirements under the Disability Act and the funding guidelines; - the types of goods and services that can be purchased; - fees; and - processes for accessing funds. These summaries to be placed on the website, and included in brochures and through web links to include translation into other languages. EM, Team Leaders and FSP Project Team/ coordinator 12 months Completed summaries on intranet and website BarriersGoalsStrategies to overcome or remove the barriersResponsibilityTimeframeAdditional Resources RequiredPerformance Indicators Participant Information Pack  A user and reader friendly Participant Information Pack, suitable for people with varying literacy capacity  (1) Review Participant Information Pack for visual appeal, simplicity of language, succinct information, accessibility for those with visual impairment, ability to reduce each section to independent pamphlets in response to later participant queries Working party including representatives from Participant Committee, Disability Team, Public Relations and Executive Manager of Disability  3 years Yes Review of Participant Information Pack new, simplified Information Pack created (2) Create a clearly spoken, visual DVD of Participant Information Pack (with sub titles or signing) to assist those with visual & hearing impairments, and more easily sourced by those in CALD population who can speak but not read English. This can also be available on the web site, and as an MP3 download Working Party including representatives from Participant Committee, Disability Team, Public Relations and Executive Manager of Disability 3 years Yes DVD produced BarriersGoalsStrategies to overcome or remove the barriersResponsibilityTimeframeAdditional Resources RequiredPerformance Indicators Participant Information Pack (3) Translate this revised version into Compic and the most used languages in the UCCO demographic Public Relations, Executive Manager of Disability 3 years Yes Information Pack available in Compic and languages appropriate to UCCO demographic (4) Same process as above completed within CRCC programs/ team CRCC representatives, Public Relations, Participant Committee, UCCO management 3 years Yes Simplified Information Pack, DVD and Compic and foreign language packs produced Bugle accessibility  The Bugle is available in large print Explore wider participant access to electronic versions and consult with Vision Australia to establish most appropriate hard copy formats PR Team Leader 12 months Yes i) large print hard copy; ii) electronic versions; and iii) podcasts and audio recordings available BarriersGoalsStrategies to overcome or remove the barriersResponsibilityTimeframeAdditional Resources RequiredPerformance Indicators 3 Goods and Services Second-hand equipment access  Participants have opportunities to source and sell used equipment Explore other Organisations who provide this and put details on the UCCO website and Intranet Contract Management and IT 12 months Yes Information provided on intranet and website Access to UCCO services Participants are efficiently advised of access to services A review of intake process be undertaken to improve the quality of access to UCCO services  Operations Management 12 months Review completed and advice provided. 4 Building Access Brandon Park: Car park signage  Members of the public can easily locate UCCO's office Participant Pack, web site and general brochure to include site map locating UCCO buildings 4 & 5; and potential parking on and off site Office coordinator 6 months Participant Pack, web site and general brochure include site map locating UCCO buildings 4 & 5; and potential parking on and off site BarriersGoalsStrategies to overcome or remove the barriersResponsibilityTimeframeAdditional Resources RequiredPerformance Indicators Disabled car park spaces  Increase in the number of disabled and other parking spots for visitors to UCCO's Brandon Park office  (1) UCCO to look for more visitor parking and disability car parking spots near ramp when they become available.  Manager Support Services 12 months - may require a waiting period on availability Yes Number of additional spaces secured  (2) Establish consultative process to consider access issues as UCCO moves into new locations/ offices Manager Support Services Consultative process established as required (3) As part of any event planning, staff communicate with the Manager Support Services to facilitate better access to the building lift and to the underground car park    BarriersGoalsStrategies to overcome or remove the barriersResponsibilityTimeframeAdditional Resources RequiredPerformance Indicators Western ramp  Improved kerb at the westernmost ramp which arises from the Brandon Park car park area in front of building 5 UCCO to negotiate correcting kerb "step at end of ramp with building management. Web site, Participant Pack and general UCCO brochure to include advice about taxi drop off at most accessible ramp (easternmost ramp near UCCO parking) Manager Support Services 12 months No Ramp adjusted, website and Information Pack updated Ramp gradient Assistance to visitors in wheelchairs to ensure they can navigate the steep ramp at the front of building 5 UCCO to explore the possibility, with building management, of placing an intercom at the bottom of the main ramp. This could be used to call for assistance negotiating ramp. Web site, Participant Pack and general UCCO brochure updated appropriately Manager Support Services 12 months Yes Investigation completed and solution implemented Brandon Park office space Accessible office including staff kitchen and bathroom for staff and visitors Undertake an access audit and implement recommendations Manager Support Services 2 years Yes Audit completed by June 2011 Actions implemented by June 2012 BarriersGoalsStrategies to overcome or remove the barriersResponsibilityTimeframeAdditional Resources RequiredPerformance Indicators Disabled toilet  Improve access through toilet door for people with a disability Negotiate with Building Management for toilet door to be adjusted/ replaced Manager Support Services 12 months Door adjusted/ replaced Disabled toilet privacy  Improved privacy when utilising the disabled toilet with attendant support  UCCO to explore the possibility with Building Management of finding an appropriate solution e.g. secondary screen Manager Support Services 12 months Privacy solution implemented Rear (eastern) building access  Accessible entrance through the rear of building 5 Continue with plan for improving access through rear (eastern) access Manager Support Services 12 months Yes Eastern access upgraded Visual alarm  An emergency alarm that will notify those with hearing impairment (e.g. visual alarm) UCCO to bring this to the attention of Building Management and negotiate installations of a visual alarm system Manager Support Services 12 months Yes Visual alarm installed BarriersGoalsStrategies to overcome or remove the barriersResponsibilityTimeframeAdditional Resources RequiredPerformance Indicators Knox Office: Access to Knox building  Improved accessibility to the Knox building UCCO to bring this to the attention of Knox Building Management and explore and negotiate around possible solutions. This could be done through a joint proposal with other occupiers of the building Manager Support Services 12 months Unclear front door adjusted; parking spaces sourced Knox office space Accessible office including staff kitchen & bathroom for staff and visitors Undertake an Access Audit and implement recommendations Manager Support Services 2 years Yes Audit completed by June 2011 Actions implemented by June 2012 OUTCOME AREA 2 Reducing barriers to persons with a disability obtaining and maintaining employment at UCCO The following goals build on a number of initiatives that Human Resources have already commenced with regard to employment of people with disabilities. Disability issues need to be addressed in recruitment and employment policies and include reference to the following strategies. In implementing a number of the following strategies it will be important to develop a relationship and work in partnership with a Disability Employment agency. BarriersGoalsStrategies to overcome or remove the barriersResponsibilityTimeframeAdditional Resources RequiredPerformance Indicators 1. Pre employment / Volunteering Position flexibility Positions are flexible enough and designed to enable all suitable applicants to meet selection criteria (1) Position descriptions to be reviewed to truly reflect the position requirements necessary to perform the work, e.g. remove requirement for drivers licence for office based position Human Resources December 2011 All position descriptions have been reviewed by December 2011 BarriersGoalsStrategies to overcome or remove the barriersResponsibilityTimeframeAdditional Resources RequiredPerformance Indicators (2) In consultation with a Disability Employment agency design, recruit to and evaluate some jobs for non traditional and flexible roles which will be valuable to both UCCO and employees with disabilities, e.g. register of people available for specific tasks such as a mail out Human Resources Design jobs by September 2011 Recruit by December 2011 Evaluate by June 2012 Yes At least 2 non traditional flexible positions designed by September 2011 and positions filled by December 2011 Evaluation Report to Senior Management Team by June 2012 Vacancy information Vacancy information is readily accessible to people with disabilities (1) Have employment information including position descriptions available in disability friendly formats, e.g. large print, audio or Braille Human Resources Large Print by June 2011 Audio and Braille considered by December 2011 Yes Employment information available in large print by June 2011 and a Report on the possibility of audio and/or Braille to Senior Management Team by December 2011  BarriersGoalsStrategies to overcome or remove the barriersResponsibilityTimeframeAdditional Resources RequiredPerformance Indicators Vacancy information  (2) Collect data to ascertain whether the recent inclusion of the statement that UCCO welcomes applications from people of diverse backgrounds in position advertisements has increased the number of applicants from diverse backgrounds including areas of disability  Human Resources October 2010 Annual Report with first Report in October 2011 (3) Explore opportunities to advertise positions via Disability Networks and through Disability Employment agencies Human Resources June 2011 Yes All vacancies advertised through selected Disability Employment agencies by September 2011  (4)Maintain disability employment skills and knowledge of a HR person to ensure continued availability to respond to employment queries  Human Resources January 2011 then ongoing Yes  Attend 1 or 2 relevant Training Forums each year BarriersGoalsStrategies to overcome or remove the barriersResponsibilityTimeframeAdditional Resources RequiredPerformance Indicators Selection processes  Selection processes appropriately cater for people with disabilities Inform applicants in interview emails and letters that they are welcome to identify their special needs for the interview and where reasonable these will be met Human Resources Immediately Emails and letters modified 2. Orientation Reasonable Adjustment Policy  UCCO to have a Reasonable Adjustment Policy which will assist people with disabilities to participate in employment with UCCO Develop a Reasonable Adjustment Policy  Human Resources Developed and submitted to Senior Management Team by March 2011 Implemented by July 2011 Evaluated by July 2012  Policy adopted by April 2011, implemented by July 2011 and evaluated by July 2012 Ensure all job applicants and current staff are informed of the Reasonable Adjustment Policy Human Resources June 2011 Posted on the UCCO internet and intranet sites by June 2011 BarriersGoalsStrategies to overcome or remove the barriersResponsibilityTimeframeAdditional Resources RequiredPerformance Indicators Employment Assistance Fund UCCO staff and senior management to be more aware and informed of the Australian Governments Employment Assistance Fund Employment Assistance Fund information available on the intranet and HR to make applications as required Human Resources  March 2011 Employment Assistance Fund information on the intranet by March 2011 3. Maintaining employment Flexible Employment  Ensure Flexible Employment arrangements for employees with disabilities UCCO to review Flexible Employment Policies to ensure it meets the needs of all staff including those with disabilities Provide an Annual Report re utilisation by staff  Human Resources Policy Review by June 2011 and Annual Report by September each year Policy reviewed and adopted by June 2011 Annual report to Senior Management Team by Sept each year  Workplace and wage supports  Ensure workplace and wage supports for employees with disabilities are in place  Undertake Workplace Assessments and Supported Wage System Assessments annually as part of the Annual Development Plan (ADP) process  Human Resources In place by June 2011 then ongoing annuallyHave Workplace and Supported Wage System Assessments incorporated into the ADP process by June 2011 and provide Annual Report to Senior Management TeamOUTCOME AREA 3 Promoting Inclusion and Participation in the community of people with a disability UCCO assists people with disabilities with a range of services. All these services promote community inclusion and staff advocate for participants on an individual basis. They also promote positive community attitudes through demonstrating positive strength based relationships with their participants when in the community. On occasion, the organisation will promote or encourage solutions relating to broader disability issues, such as, the National Disability Insurance Scheme. The recommendations below seek to build on this foundation. BarriersGoalsStrategies to overcome or remove the barriersResponsibilityTimeframeAdditional Resources RequiredPerformance Indicators Inaccessibility to community venues  Participants to have access to community venues regardless of disability or mobility aids  For UCCO to purchase and provide a portable ramp, as required Management and Support Services  April 2011 Yes  Portable ramp purchased For UCCO to have a database as a reference for suitable venues that have suitable access Create a data base using UCCOs experience with the venue and a recommendation Provide venues with excellent facilities a 'Certificate of Excellence'  Office Coordinator December 2011 Yes  Data base developed and placed on UCCO Intranet BarriersGoalsStrategies to overcome or remove the barriersResponsibilityTimeframeAdditional Resources RequiredPerformance Indicators Inappropriate toilet facilities at venues To ensure that disabled toilet facilities are appropriate, clean and well stocked with supplies Planning Committee for events refer to 'Accessible Events - a guide for Organisers' when choosing the venue and physically view the facilities Office Coordinator April 2011 Yes Guidelines placed on the Intranet Accessible transport Ensure specific information is provided to transport service providers re: specification for seat elevation or car height Include a section in the Participant Assessment Form that indicates special consideration regarding type of transport required, e.g. cannot get up into 4wd; cannot lift self out of low to the ground cars  Management and Support Services  December 2011 Yes  Number of complaints around transport service providers decreased and participant satisfaction increased Community attitudes  Create a more inclusive attitude in the community  Developing an Advocacy Strategy for UCCO to consider December 2011 Yes  Advocacy Strategy developed and adapted  OUTCOME AREA 4 Achieving tangible changes in attitudes and practices which discriminate against persons with a disability Information on attitude change was obtained from participants and staff as well as from a review of research. Participants advised they experienced a range of negative attitudes such as:- mothering people-doing things for them what they can do for themselves; talking to the person as if they are a child; being controlling - not listening; pitying - feeling sorry for people and doing everything for them. Participants view is that the disability is not the problem; rather it is the environmental and social barriers that they face. Staff demonstrated the following attitudes towards disability:- people with disabilities are seen as dependent on others for help, marginalised, disadvantaged, imperfect and non efficient; disability is understood in terms of functional limitation, a personal tragedy and passivity involving constant struggles, limits and suffering. A literature review identified that how professionals choose to focus on disability is related to how they experience the problems within the particular disability relationship. The research suggests that to break down attitudinal barriers, it is important to provide people who have no disabilities with opportunities for:- direct or indirect (media) contact with or exposure to people with disabilities; information and instruction about different aspects of disabilities - structured live presentations are more effective than videotaped ones; formal education about disability; intensive training in person centered planning by experts; analysis of the dynamics of prejudice, and ongoing diversity training; role play; group discussion. Implementation of effective training programs is crucial in lasting attitude change, the duration of training and the content of activities may be important considerations. To change the attitudes of professionals the focus has to shift off people with disabilities the problem has to be seen as outside the individual. People with disabilities need to be offered choices that are not limited by able bodied norms. Implementing person centered practice is crucial in this process. Please refer to Literature Review and DAP staff survey common themes documents for a detailed analysis of the Forum, Staff Survey and literature. A bibliography is attached to this report. BarriersGoalsStrategies to overcome or remove the barriersResponsibilityTimeframeAdditional Resources RequiredPerformance Indicators Preconceptions about disabilities and people with disabilities To encourage positive and inclusive behaviours  Undertake a survey of attitudes of UCCO staff towards disability Learning & Development (L & D) 2011 Yes Staff Survey undertaken - April 2011 Results analysed by L&D by June 2011 2 year Disability Awareness Training Program designed and presented to Senior Management Team by October 2011  The following breakdown of barriers, goals, strategies etc. are advisory suggestions for Learning & Development on the contents of a comprehensive Disability Awareness Program that addresses the negative preconceptions held by staff towards people with a disability. The plan is to be implemented in Years 2 & 3 of the Disability Action Plan and reviewed in the second half of Year 3. BarriersGoalsStrategies to overcome or remove the barriersResponsibilityTimeframeAdditional Resources RequiredPerformance Indicators Lack of understanding and knowledge of disability related issues  To encourage working in partnership with the participants In-depth training in Person Centeredness - what it means working with participants in Person Centered way? Inviting presenters who are experts in the field. Learning & Development Team 2012 Yes Number of training programs and presentations delivered. At least 80% of UCCO's Operations staff trained by June 2013 To challenge stereotypes and to broaden staff's understanding of disability issues Invite interesting guest speakers (especially those with personal experience of disability) on disability topics to deliver information that challenges stereotypes Learning & Development Team 2012-2013 Yes Number of guest speakers used over the life of the Training Plan BarriersGoalsStrategies to overcome or remove the barriersResponsibilityTimeframeAdditional Resources RequiredPerformance Indicators Lack of understanding and knowledge of disability related issues  Invite different UCCO participants who do not themselves act in a stereotypic manner to speak at Team meetings, Staff Conferences and Agency Days about the experience of living with a disability Teams; Learning & Development Team; Staff Conference Organising committee 2012-2013 No Number of participants who speak about their experiences of living with a disability at Team meetings, Staff Conference and Agency days in 2012 & 2013  To challenge stereotypes and to broaden staff's understanding of disability issues Initiate discussion at Agency Day about prejudice, stereotyping, and appropriate use of language. Recommend cognitive approach Learning & Development Team 2012-2013 No Number of activities conducted in Agency Days in 2012-2013 To foster an environment where staff value and appreciate diversity Regular diversity training provided to staff Learning & Development Team 2012-2013 Yes Number of training sessions conducted Number of staff participating in training BarriersGoalsStrategies to overcome or remove the barriersResponsibilityTimeframeAdditional Resources RequiredPerformance Indicators  To promote successful inclusion of people with disabilities When recruiting new staff priority given to applicants who have educational background in disability studies and, if possible, life experience - especially in regards to leadership positions (Disability TLs and Managers) Human Resources 2012-2013 No Number and percentage of new recruits with formal training and/or life experience in Disability To raise awareness of new employees Induction for new staff on the Disability Action Plan Learning & Development Team 2012-2013 Yes Induction material on the Disability Action Plan produced New staff to receive disability awareness training during probation period  Learning & Development Team 2012-2013 Yes Number of new staff trained BarriersGoalsStrategies to overcome or remove the barriersResponsibilityTimeframeAdditional Resources RequiredPerformance Indicators Lack of specific skills in responding to individual needs of people with disabilities Better understanding of the nature of particular disabilities and the impact on individuals' support needs Organise training sessions by disability organisations on issues relevant to particular types of disability (MS, CP, ABI, Autism, Epilepsy). Training should have an experiential component  Learning & Development Team, Disability Team Management 2012-2013 Yes Numbers of training sessions conducted Number of Partnership Workers attending specialist training Ongoing discrimination To foster a culture of continuous improvement in our attitudes and behaviours Design and conduct an evaluation of the training program developed so as to inform the development of future L&D initiatives Learning & Development Team 2012-2013 Yes Evaluation Plan developed in October 2011 Evaluation activities conducted throughout 2012-2013 Evaluation Report provided by September 2013      ( PAGE i) UnitingCare Community Options: Disability Action Plan 2011-2013 PAGE  PAGE 2 6>@RUWXopqrŶŧuX@*+hhCJ$OJQJ^JaJ$mHnHu/hh0JCJ$OJQJ^JaJ$mHnHu8jhh0JCJ$OJQJU^JaJ$mHnHuh5CJ OJQJ^JaJ &jh5CJ OJQJU^JaJ hjGu5CJ OJQJ^JaJ hH5CJ OJQJ^JaJ ho5CJ OJQJ^JaJ #h0[ho5CJ(OJQJ^JaJ(#hho5CJ4OJQJ^JaJ4 h5 ho5jhoh5U     +,6789:;gd0[$a$gd4f%$a$gdC;<=>?@RSTUVW   f g h    gdHgd ! $a$gd4f%ærTr?r*)h0JCJ$OJQJ^JaJ$mHnHu(hbjMCJ$OJQJ^JaJ$mHnHu:j&hhvCJ$OJQJU^JaJ$mHnHu7jhhCJ$OJQJU^JaJ$mHnHu.hhCJ$OJQJ^JaJ$mHnHu8jhh0JCJ$OJQJU^JaJ$mHnHuFjy&hhv>*B*CJ$OJQJU^JaJ$mHnHphu/hh0JCJ$OJQJ^JaJ$mHnHu  oW;W7jhhCJ$OJQJU^JaJ$mHnHu.hhCJ$OJQJ^JaJ$mHnHuFjs'hhv>*B*CJ$OJQJU^JaJ$mHnHphu+hhCJ$OJQJ^JaJ$mHnHu/hh0JCJ$OJQJ^JaJ$mHnHu8jhh0JCJ$OJQJU^JaJ$mHnHu)hjGu0JCJ$OJQJ^JaJ$mHnHuhhmHnHu          2 3 ƱƔs^F0F+hhCJ$OJQJ^JaJ$mHnHu/hh0JCJ$OJQJ^JaJ$mHnHu)hjGu0JCJ$OJQJ^JaJ$mHnHuhhmHnHu)h0JCJ$OJQJ^JaJ$mHnHu8jhh0JCJ$OJQJU^JaJ$mHnHu(hbjMCJ$OJQJ^JaJ$mHnHu7jhhCJ$OJQJU^JaJ$mHnHu:j'hhvCJ$OJQJU^JaJ$mHnHu 3 4 5 C D E _ ` a c d e f ܿsUs@s+)h0JCJ$OJQJ^JaJ$mHnHu(hbjMCJ$OJQJ^JaJ$mHnHu:j(hhvCJ$OJQJU^JaJ$mHnHu7jhhCJ$OJQJU^JaJ$mHnHu.hhCJ$OJQJ^JaJ$mHnHu/hh0JCJ$OJQJ^JaJ$mHnHu8jhh0JCJ$OJQJU^JaJ$mHnHuFjm(hhv>*B*CJ$OJQJU^JaJ$mHnHphu f g h i j oW;W7jhhCJ$OJQJU^JaJ$mHnHu.hhCJ$OJQJ^JaJ$mHnHuFjg)hhv>*B*CJ$OJQJU^JaJ$mHnHphu+hhCJ$OJQJ^JaJ$mHnHu/hh0JCJ$OJQJ^JaJ$mHnHu8jhh0JCJ$OJQJU^JaJ$mHnHu)hjGu0JCJ$OJQJ^JaJ$mHnHuhhmHnHu ƱƔs^F0F+hhCJ$OJQJ^JaJ$mHnHu/hh0JCJ$OJQJ^JaJ$mHnHu)hjGu0JCJ$OJQJ^JaJ$mHnHuhhmHnHu)h0JCJ$OJQJ^JaJ$mHnHu8jhh0JCJ$OJQJU^JaJ$mHnHu(hbjMCJ$OJQJ^JaJ$mHnHu7jhhCJ$OJQJU^JaJ$mHnHu:j)hhvCJ$OJQJU^JaJ$mHnHu     ܿsUs@s7#&jh5CJ OJQJU^JaJ hmHnHu(hbjMCJ$OJQJ^JaJ$mHnHu:j*hhvCJ$OJQJU^JaJ$mHnHu7jhhCJ$OJQJU^JaJ$mHnHu.hhCJ$OJQJ^JaJ$mHnHu/hh0JCJ$OJQJ^JaJ$mHnHu8jhh0JCJ$OJQJU^JaJ$mHnHuFja*hhv>*B*CJ$OJQJU^JaJ$mHnHphu     ! = C Z ^ v } @ A B C D ʾ{s{k{`R`Ghb>5OJQJ\h0[hb>5OJQJ\h0[5OJQJ\h0[OJQJhdOJQJh0[hb>OJQJh0[5OJQJh)5OJQJh0[h] 5OJQJhdhyb&56OJQJh0[hW5OJQJh0[hyb&5OJQJh0[h4f%OJQJ h0[h4f% hW5hmj5CJ$OJQJ^JaJ$hH5CJ OJQJ^JaJ    ! 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