Definition of 'Premium'

1. The total cost of an option. 2. The difference between the higher price paid for a fixed-income security and the security's face amount at issue. 3. The specified amount of payment required periodically by an insurer to provide coverage under a given insurance plan for a defined period of time. The premium is paid by the insured party to the insurer, and primarily compensates the insurer for bearing the risk of a payout should the insurance agreement's coverage be required.

Investopedia explains 'Premium'

1. The premium of an option is basically the sum of the option's intrinsic and time value. It is important to note that volatility also affects the premium. 2. If a fixed-income security (bond) is purchased at a premium, existing interest rates are lower than the coupon rate. Investors pay a premium for an investment that will return an amount greater than existing interest rates. 3. A common example of an insurance premium comes from auto insurance. A vehicle owner can insure the value of his or her vehicle against loss resulting from accident, theft and other potential problems. The owner usually pays a fixed premium amount in exchange for the insurance

company's guarantee to cover any economic losses incurred under the scope of the agreement. 2. TRANSFER ELIGIBILITY CRITERIA Employed in current position for at least nine months. Written confirmation of acceptable performance record/evaluation signed by the applicants supervisor and completed no more than 18 months prior to date of transfer application (e.g. meets expectations, average rating, etc.). Maintain an acceptable level of performance including but not limited to absence of corrective action and/or resolution of previous corrective action. Successfully pass any special screening processes required for the position of interest, including but not limited to background investigations, reference checks, drug screens, and skills assessments.
An employee may generally not use a University-approved leave to seek transfer; however, we recognize that extraordinary circumstances may exist, in which case the employee should contact the Office of Human Resources to discuss his/her situation.

TRANSFER PROCESS
Step 1: Access HRMS Self-Service and click on Careers to review and apply for positions of interest. Note: It is imperative that the online application reflects an accurate and complete account of employment history, including all the positions held within the University. Step 2: Attach a copy of the most current signed performance evaluation (received within the last 18 months) to the online account. If an electronic version of the documentation is unavailable, the applicant should submit a hard-copy version to the Human Resources/Employment Office of the campus to which the application is being submitted (Danforth or School of Medicine). Note: If latest performance evaluation is not available, the employee must provide two current signed letters of reference, preferably to include one from the current supervisor and one from a recent former supervisor. Step 3: Wait for confirmation from the Human Resources/Employment Office regarding transfer approval. Written confirmation will be provided to confirm eligibility status. Step 4: Continue to monitor job opportunities on the employment website for suitable positions of interest.

Intradepartmental Transfer Process

Based on the needs of the area as determined by the manager, the department has the authority to transfer employees to positions within the department to maintain efficient and productive workflow and results. We strongly encourage managers to make an internal announcement regarding the opportunity, but it is not necessary to post it as an opening.

Interdepartmental Transfer Process

Employee Responsibilities: Prior to initiating a transfer, it is recommended that the interested employee advise his/her immediate supervisor that he/she is interested in other opportunities outside of the department. The employee must identify a specific job requisition number or area of interest to facilitate the transfer process. In all cases, the employee must complete an on-line application and submit a copy of the last performance evaluation or letters of reference to the Office of Human Resources. Employees may also be required to take clerical tests, such as grammar or typing, as a part of the application process. Hiring Manager Responsibilities: If a hiring department has knowledge of an employee outside the department who is interested in its opening, at a minimum the department is expected to notify Human Resources and should also refer the employee to the Office of Human Resources so that eligibility for transfer may be determined. Each

hiring manager is responsible for conducting the final interview(s), verifying past employment/references and, ultimately, extending the formal offer of employment. Human Resources Responsibilities: Interview or refer an employee whose knowledge base, skill set, and work history match the position referenced by the employee. It should be noted that only employees deemed qualified and suitable are forwarded to the hiring manager for review. While information related to the position status is limited, the Office of Human Resources will, upon request, attempt to provide feedback when the information is available and deemed reasonable and practical to communicate. The Office of Human Resources will re-verify the eligibility on a periodic basis, typically 90 days after the initial transfer approval. Assignment of policy Assignment of a Life Insurance Policy simply means transfer of rights from one person to another. The policyholder can transfer the rights of his insurance policy to another for various reasons and this process is called Assignment. The person who assigns the policy, i.e. transfers the rights, is called the Assignor and the one to whom the policy has been assigned, i.e. the person to whom the policy rights have been transferred is called the Assignee. Once the rights have been transferred to the Assignee, the rights of the Assignor stands cancelled and the Assignee becomes the owner of the policy.

There are 2 types of Assignment: 1. Absolute Assignment - This means complete Transfer of Rights from the Assignor to the Assignee, without any further conditions applicable. 2. Conditional Assignment - This means that the Transfer of Rights will happen from the Assignor to the Assignee subject to certain conditions. If the conditions are fulfilled then only the Policy will get transferred from the Assignor to the Assignee.

Re-assignment The method of reassignment is a technique for sharpening a time-frequency representation by mapping the data to time-frequency coordinates that are nearer to the true region of support of the analyzed signal. The method has been independently introduced by several parties under various names, including method of reassignment, remapping, time-frequency reassignment, andmodified [1] moving-window method. In the case of the spectrogram or the short-time Fourier transform, the method of reassignment sharpens blurry time-frequency data by relocating the data according to local estimates of instantaneous frequency and group delay. This mapping to reassigned time-frequency coordinates is very precise for signals that are separable in time and frequency with respect to the analysis window.

Introduction[edit source | editbeta]

Many signals of interest have a distribution of energy that varies in time and frequency. For example, any sound signal having a beginning or an end has an energy distribution that varies in time, and most sounds exhibit considerable variation in both time and frequency over their duration. Timefrequency representations are commonly used to analyze or characterize such signals. They map the one-dimensional time-domain signal into a two-dimensional function of time and frequency. A timefrequency representation describes the variation of spectral energy distribution over time, much as a musical score describes the variation of musical pitch over time.