Community Teaching Work Plan Proposal Planning and Topic Directions: Develop an educational series proposal for your community using one of the following four topics: Bioterrorism/Disaster Environmental Issues Primary Prevention/Health Promotion Secondary Prevention/Screenings for a Vulnerable Population Planning Before Teaching: Name and Credentials of Teacher: Estimated Time Teaching Will Last: Location of Teaching: Supplies, Material, Equipment Needed: Estimated Cost: Community and Target Aggregate: Topic: Identification of Focus for Community Teaching (Topic Selection): Epidemiological Rationale for Topic (Statistics Related to Topic): Teaching Plan Criteria Your teaching plan will be graded based on its effectiveness and relevance to the population selected. This assignment uses a rubric. Please review the rubric prior to beginning the assignment to become familiar with the expectations for successful completion.  Nursing Diagnosis: Readiness for Learning: Identify the factors that would indicate the readiness to learn for the target aggregate. Include emotional and experiential readiness to learn. Learning Theory to Be Utilized: Explain how the theory will be applied. Goal: Healthy People 2020 (HP2020) objective(s) utilized as the goal for the teaching. Include the appropriate objective number and rationale for using the selected HP2020 objective (use at least one objective from one of the 24 focus areas). If an HP2020 objective does not support your teaching, explain how your teaching applies to one of the two overarching HP2020 goals. How Does This HP2020 Objective Relate to Alma Ata’s Health for All Global Initiatives Develop Behavioral Objectives (Including Domains), Content, and Strategies/Methods: Behavioral Objective and Domain Example – Third-grade students will name one healthy food choice in each of the five food groups by the end of the presentation. (Cognitive Domain) Content (be specific) Example – The Food Pyramid has five food groups which are…. Healthy foods from each group are…. Unhealthy foods containing a lot of sugar or fat are…. Strategies/Methods (label and describe) Example – Interactive poster presentation of the Food Pyramid. After an explanation of the poster and each food category, allow students to place pictures of foods on the correct spot on the pyramid. Also, have the class analyze what a child had for lunch by putting names of foods on the poster and discussing what food group still needs to be eaten throughout day. 1. 1. 1. 2. 2. 2. 3. 3. 3. 4. 4. 4. Creativity: How was creativity applied in the teaching methods/strategies? Planned Evaluation of Objectives (Outcome Evaluation): Describe what you will measure for each objective and how. Planned Evaluation of Goal: Describe how and when you could evaluate the overall effectiveness of your teaching plan. Planned Evaluation of Lesson and Teacher (Process Evaluation): Barriers: ...

1. Community Teaching Work Plan Proposal
Planning and Topic
Directions: Develop an educational series proposal for your
community using one of the following four topics:
Bioterrorism/Disaster
Environmental Issues
Primary Prevention/Health Promotion
Secondary Prevention/Screenings for a Vulnerable Population
Planning Before Teaching:
Name and Credentials of Teacher:
Estimated Time Teaching Will Last:
Location of Teaching:
Supplies, Material, Equipment Needed:
Estimated Cost:
Community and Target Aggregate:
Topic:
Identification of Focus for Community Teaching (Topic
Selection):
Epidemiological Rationale for Topic (Statistics Related to
Topic):
Teaching Plan Criteria
Your teaching plan will be graded based on its effectiveness and
relevance to the population selected. This assignment uses a
rubric. Please review the rubric prior to beginning the
assignment to become familiar with the expectations for
successful completion.

2. Nursing Diagnosis:
Readiness for Learning: Identify the factors that would indicate
the readiness to learn for the target aggregate. Include
emotional and experiential readiness to learn.
Learning Theory to Be Utilized: Explain how the theory will be
applied.
Goal: Healthy People 2020 (HP2020) objective(s) utili zed as the
goal for the teaching. Include the appropriate objective number
and rationale for using the selected HP2020 objective (use at
least one objective from one of the 24 focus areas). If an
HP2020 objective does not support your teaching, explain how
your teaching applies to one of the two overarching HP2020
goals.
How Does This HP2020 Objective Relate to Alma Ata’s Health
for All Global Initiatives

3. Develop Behavioral Objectives (Including Domains), Content,
and Strategies/Methods:
Behavioral Objective
and Domain
Example – Third-grade students will name one healthy food
choice in each of the five food groups by the end of the
presentation. (Cognitive Domain)
Content
(be specific)
Example – The Food Pyramid has five food groups which are….
Healthy foods from each group are….
Unhealthy foods containing a lot of sugar or fat are….
Strategies/Methods
(label and describe)
Example – Interactive poster presentation of the Food Pyramid.
After an explanation of the poster and each food category, allow
students to place pictures of foods on the correct spot on the
pyramid. Also, have the class analyze what a child had for lunch
by putting names of foods on the poster and discussing what
food group still needs to be eaten throughout day.
1.
1.
1.
2.
2.
2.
3.
3.
3.

4. 4.
4.
4.
Creativity: How was creativity applied in the teaching
methods/strategies?
Planned Evaluation of Objectives (Outcome Evaluation):
Describe what you will measure for each objective and how.
Planned Evaluation of Goal: Describe how and when you could
evaluate the overall effectiveness of your teaching plan.

5. Planned Evaluation of Lesson and Teacher (Process
Evaluation):
Barriers: What are potential barriers that may arise during
teaching and how will those be handled?
Therapeutic Communication
4.2 Communicate therapeutically with patients.
How will you begin your presentation and capture the interest
of your audience? Describe the type of activity will you use
with your audience to exhibit active listening? Describe how
you applied active listening in tailoring your presentation to
your audience? How will you conclude your presentation? What
nonverbal communication techniques will you employ?
© 2019. Grand Canyon University. All Rights Reserved.
Career Transition/Outplacement Services
By: Alex, Ally, and Atori
CareerNiche

6. Executive Summary
CareerNiche
Mission and Vision statement
The company’s SWOT analysis
Maslow Hierarchy
Market analysis
Stage of Product cycle
SMART goals
The target market
Their competition
Marketing mix
CareerNiche:
Management program that specializes in career
transition/outplacement
Support service that aids in brand positioning
Mission Statement:
The 1st Career Transition Marketing agency
Positively impacting people's lives through their careers by
helping them attain their dream job.
Vision Statement:
Global leader in career transition agencies
Introduction
Company Analysis
Strength

7. Weaknesses
Opportunity
Threats
Done for you services
Business start up program
Offers tailored/personal branding
CareerNiche CareConnect & Job quest ™
Work with array of positions
Company acknowledgement shortage
Outdated web layout
Competitive pricing
Flexible payment plans
Growth of competitors
Competitors offer flexible payment methods
Highly affected by external factors
Economical
Unemployment-Less money to fund personal dreams
Social-COVID
Layoff from companies creates more market for B2C
Heavier social media presence
Membership site
Market Analysis
Product satisfies:
Safety - Security of employment

8. Social-Confidence, achievement, respect of peers
Self-fulfillment- Moral, experience purpose, reveal inner
potential
Image property of Psych-Mental Health NP
Market Analysis
Consumer Product:
Professional services
Portfolio Development
Career Coaching
Interview Training
Resumes/LinkedIn profile
Self- Assessments
Consumer requirements:
Price
Time
Specialization
High regards for self/brand image
Product Life Cycle Stage
Growth Stage - CareerNiche fairly new. Canadian based
company - working on expansion in U.S.
Intro Growth Maturity Decline

9. Market Analysis
Market Potential:
Resume area saturated
Portfolio development allows market potential growth.
30 % growth rate
Population:
Services predominantly offered online
SMART GOALS
Increase social media presence by gaining additional 100
followers on Instagram within 6 mo. Tracking information by
identifying amount of followers at the start of 2021 vs 6 mo.
later - Objective raise brand awareness
Increase consumer purchasing by at least 240 people for the end
of 2021 assessing this information internal secondary data (i.e.
looking at finance reports to see how many new consumers
company has accumulated) Objective- Increase buyer
Develop stronger brand loyalty by introducing “refer a friend”
concept- measurable by the amount of referrals accumulated
from beginning of 2022-2023
Objective- Brand Loyalty

10. The Target Market
GeographicsDemographicsPsychographicBehavioral
Through research the target market has been identified and can
now serve to benefit this blooming company as they seek to
expand and diversify their market.
Geographics
Canada
The Demographic
Market

11. S
The Psychographic Market
Parents assisting their children
College Graduates looking for a Job
Unprepared for crisis situations
Career Driven
Prestigious
Leadership Development
Behavioral Data
People with college degrees
Luxury Product owners
Target Market Summary
The current Target Market is a foundational group that is
capable of evolving as CareerNiche expands

12. Competition
Direct Competition:
GetFive
Substitutes:
VelvetJobs
RiseSmart
Mercer
Right Management
Competitor nameFeaturesStrengths WeaknessesGetFiveCareer
development, executive coaching, reputation management, 1:1
coaching, and career planning.They won a Stevie American
Business Award
They have a satisfied 93% of their customers
Organized system
Serval physical offices
You work with highly trained coaches..They haven’t post on
their youtube page for at least a year
The subscriptions have very little variationVelvetJobsCareer
Coaching, Curated job matching, 1:1 coaching, Job Placement, 3
levels of subscriptionGlobally Acknowledged
Job placement guarantee
Customers are working with experts
They have an active social media
Facebook, Pinterest, Linkedin.Expensive
No customer service number
Refunding issuesRiseSmartCareer coaching, resume writing,
branding, customized job leads, and team coaching98%
Satisfaction of customers

13. A team is helping
60% faster job landing compared nationally
Service for life
Most awarded outreach firmWebsite is confusing
They have no Social media
Expensive
Competitor NameFeaturesStrengths WeaknessesRight
ManagementCareer coaching, provide a team, target job leads,
they have access to local job resources, and resume writing
assistance.Team help
24/7 access to career solutions
Social media
Linkedin and twitter.No form of contacting the company
Not as active on social media
You can’t make an account with them
You have to submit an application and then be
acceptedMercer24/7 hour access to career coaching, they help
with social network integration, manage and minimize risk, and
help with HR transformation.They operate in more than 146
countries.
They help provide health insurance and gaining employee or
government benefits
70 years of experience
Difficult to find outreach programs
Expensive (Most Expensive out of all of them)
Products sold aren’t for outreach programs
Website was overwhelming with info.
Marketing Mix:

14. Product:
Service that helps with resumes, cover letters, interview
techniques, career marketing strategy, negotiating job offers,
helping with the start of businesses during career transitions
workshop
Also, They provide career management training with planning
and preparation, maintaining a positive image, and preservation
of company’s reputation.
Product Strategy: Multiproduct
Suggestions:
Help find ways that people can get jobs faster
Help with branding a business or person
Marketing Mix:
Place:
Direct Marketing Channel
Producer to Consumer
Direct sale
Suggestions:
Login/Create account it’s own tab
Price:
Pricing Strategy: Skimming Strategy
Price adjustments:
Suggestions:
Offer weekly or discount monthly trials
Marketing Mix:

15. Promotion:
The Purpose:
Help people with their ability to get jobs
Ensure they are getting the proper help
Promotional tools:
Advertisement:
Sales Promotion:
Interview secret course= $97
Personal Selling:
Pick me up= $150
Pro= $250
-Premium= $400
ViP= $500
Ultimate job search= $697
Career Niche utilizes personal selling
More brand awareness!
Suggestions:
Become more active on social media
Nov 2007 Materials and concepts used in this proposal have
been reproduced with permission of the Author and Client.
BUSA 695 – Organizational Consulting Project
SAMPLE PROJECT PROPOSAL
<<Client name, Client title>>

16. Catalyst Paper Crofton Division, Crofton BC
<<Date>>
Dear <<Client name>>:
Re: Human Resource People Strategies - Performance
Management Consulting Project for
Catalyst Paper Crofton Division
Thank you for the opportunity to explore potential consulting
project ideas with you for Catalyst
Paper Crofton Division. I appreciate the time you spent with
me sharing information about your
organization, current situation and plans for the future. I
understand the many challenges your
organization currently faces. The recent downsizing and
reorganization of your management
workforce directly affects your employees and increases the risk
of morale, retention and
performance issues.
Following careful consideration of our discussions and your
current situation I am pleased to
submit the attached proposal to help you address challenges
with your current employee
performance management program. The proposal further
explains the purpose, scope, objectives

17. and anticipated benefits of the services I have to offer. As a
human resources professional and
MBA student, I have professional experiences and interests that
align with your need to improve
the performance of your staff workforce as you work through
significant organizational change.
I appreciate your review and consideration of this proposal. I
would welcome another opportunity
to meet with you to further discuss the details of the services I
have to offer and answer any
questions you may have.
If you accept the terms and conditions presented please indicate
your acceptance by signing the
OCP proposal agreement form located on the last page of the
attached proposal.
Sincerely,
<<Learner Name>>
MBA Candidate
Nov 2007 Materials and concepts used in this proposal have

18. been reproduced with permission of the Author and Client.
A Consulting Proposal for
Catalyst Paper Crofton Division
Human Resource People Strategies:
Evaluating the use of the Performance Management Program
Submitted to:
<<Client name>>
<<Client title>>
and
Mr. Michele Vincenti
Organizational Consulting Project Coordinator
Royal Roads University
Prepared by:
<<Learner name>>
<<Date>>

19. Nov 2007 Materials and concepts used in this proposal have
been reproduced with permission of the Author and Client.
INTRODUCTION
The pulp and paper manufacturing facility located in Crofton,
BC began operations fifty years ago
as part of British Columbia Forest Products Limited (BCFP).
Now owned by Catalyst Paper
Corporation, Crofton Pulp and Paper operates as one of four
independent manufacturing divisions
within the company’s current structure. With five manufacturing
lines, Crofton produces pulp and
paper products for global customers.
Many changes have impacted the Crofton employees over the
past decade including multiple
changes in company ownership and identity. Major
organizational transformations involving
restructuring took place in 1996, 1998 and again in 2001. By the
end of fiscal 2006, the company
employed 768 union employees and 209 non-union management
staff.
The senior management team (SMT) relies heavily on the skill

20. and talent of its workforce to
manoeuvre through constant change and industry challenges. A
performance management (PM)
program exists for non-union staff employees. According to past
practice the SMT communicates
expectations to managers and employees by providing a yearly
timeline for PM related tasks and
deliverables such as completion of yearly performance
evaluations for employees. Unsure of the
state of the actual PM practices at Crofton, Vern Phillips, the
newly appointed Director of HR
requires consulting assistance to enable a well informed and
strategic decision making process for
addressing Crofton’s PM in support of the future direction of
the company.
PRESENT COMPANY SITUATION
Many changes have occurred within the organization over the
past year:
In early 2007 a financial investment group, Third Avenue
Management, purchased a large
quantity of Catalyst shares making them the company’s single
largest shareholder. Declining
market prices, fiber supply challenges and a higher Canadian
dollar have placed the

21. profitability of the business in jeopardy and company strategy
has turned to cost
improvements.
In August 2007, Crofton’s SMT announced and implemented a
new organizational structure
involving an approximate fifteen percent downsizing of the non-
union management
workforce. Some employees were terminated immediately;
others were notified of their
termination with an effective date at year end. For many
remaining employees, reporting
structures, home departments, job positions and responsibilities
as well as future
opportunities within the company have or will change.
Nov 2007 Materials and concepts used in this proposal have
been reproduced with permission of the Author and Client.
In September 2007, senior management announced changes to
employee performance
contracts, a component of the performance management
program, directly altering the
employee variable pay structure.

22. Continuous change, looming uncertainty and increasing
workloads are affecting employee morale,
motivation, and retention. With a leaner management workforce
any employee performance and
retention issues pose a significant threat to the business. As the
SMT moves forward with plans to
reestablish Crofton Pulp and Paper as a profitable, cost
effective global competitor, the HR director
is faced with the challenge of developing strategies to ensure
the organization has the people
resources it needs. The current situation highlights the
importance of assessing the existing PM
program to understand how it is being used and to ensure this
component of the HR strategy
meets the current and future needs of the business and its
employees.
Problem Definition
A preliminary SWOT analysis reveals multiple challenges
facing the company:
External Factors
Strengthening Canadian dollar adversely impacting profits
Lower cost producers entering the market, specifically in China
Increasing raw material costs, specifically oil and gas

23. Internal Factors
Financial:
Declining EBITDA
Weakening and extremely low share price; share price below
book value
Declining availability of capital for reinvestment
Marketing:
Shrinking market in North American
Customers losing confidence in products due to disruptions in
fiber supply
Customers demanding guaranteed production and sourcing
alternate suppliers
Operations:
Aging assets without sufficient reinvestment
Union labour contracts expire in April 2008
Human Resources:
Reduced workforce resulting in a loss of talent and manpower
Morale, motivation and retention issues
Lack of focus on human resources processes, specifically
performance management and
training and development.

24. Nov 2007 Materials and concepts used in this proposal have
been reproduced with permission of the Author and Client.
Technology:
Increasing complexity of technology
Loss of advanced technical support due to restructure
PROJECT PURPOSE AND SCOPE
Purpose
The purpose of the proposed consulting project is to conduct a
Performance Management
Program Evaluation that provides a narrative descripti on of how
the PM program is actually used
by employees and managers within the organization and to
develop recommendations for
improvement. The project will be conducted through a research
based methodology. Major project
components include: discovery based research to investigate
current practices, best practices
research, gap analysis and recommendations for improvement.
Scope
As currently proposed, the project involves:
Completion of one formal document, a Performance
Management Program Evaluation that

25. will provide the information and analysis required for the HR
director and SMT to understand
the current state of the PM program in order to strategically
plan for the future of PM at
Crofton.
Recommendations for improvement based on short and long
term needs of the business,
employees and managers and a proposed implementation plan
for recommendations where
applicable. (Short term refers to the immediate year following
the project; long term refers to
beyond the first year).
As the project progresses, depending on findings and timing,
recommendations and / or
revisions to the current PM training and communication
materials may be included.
The project does not involve:
Analysis of any PM type activity related to bargaining unit
employees who are currently
excluded from the PM program.
Implementing recommendations or any implementation plan.
Gap analysis in comparison to best-of-class research.

26. Evaluation, analysis or research related to technological PM
solutions.
Nov 2007 Materials and concepts used in this proposal have
been reproduced with permission of the Author and Client.
APPROACH and METHODOLOGY
Approach
The project will be conducted according the following steps:
1. Project set up:
Develop research plan
2. Detailed SWOT analysis:
A preliminary SWOT analysis was conducted in preparation of
this proposal.
Conduct a thorough SWOT analysis to identify strengths,
weaknesses, opportunities and
threats impacting the business.
3. Best Practices Research
Conduct secondary research to investigate PM best practices
from literature.
Research will focus on PM concepts and approach, rather than
technological solutions.
4. Internal Organizational Research
Develop an interview instrument and submit an ethical review
for research approval to the

27. Royal Roads University (RRU) Ethical Review Board.
Conduct primary research to investigate the current PM
practices and needs at Crofton
through staff and management interviews.
5. Internal Data Gathering and Review
Collect and review relevant available data on PM program
related activity within the
organization.
6. Analysis
Incorporating information collected in each of the previous
stages, analyze gaps between
current practices and: a) senior management expectations, b)
employee and manager
expectations, c) strategic goals of the business, d) performance
management best practices.
7. Recommendations and Implementation Plan
Develop recommendations for improvement based on short and
long term needs of the
business, employees and managers.
Develop a recommended implementation plan moving forward
based.
8. Presentation of results

28. Review draft with client followed by presentation of final
document.
Methodology Details
Develop research plan:
Determine needs and methods for gathering information
relevant to existing / past
performance management program activity.
Nov 2007 Materials and concepts used in this proposal have
been reproduced with permission of the Author and Client.
Primary research:
Conduct interviews with an appropriate sample of management
and employee stakeholders.
Secondary research:
Literature review of performance management best practices
focused on concepts and
approach not technological solutions.
PROJECT SCHEDULE and MILESTONE DATES
Project work will begin following your acceptance of this
proposal with completion of the final

29. deliverables on or before March 14, 2008. Your acceptance is
required within 5 days of receiving
this proposal for the project work to be completed within this
time frame.
MONTH (Nov to March) PROJECT PHASE
N D J F M
COMPLETED BY
1. Project Set Up November 30, 2007
2. SWOT Analysis November 30, 2007
3. Best Practice Research November 30, 2007
4. Internal Organizational Research December 21, 2007
5. Internal Data Gathering and Review December 31, 2007
6. Analysis January 11, 2008
8. Draft Report and Presentation February 15, 2008
9. Final Revisions February 29, 2008
8. Submit Final Report
(sign off by client, advisor and RRU)
March 14, 2008
TIMING AND COST ESTIMATES
The final project will be completed over a 4 month period
requiring a minimum of 360 hours of
work. Final deliverables will be provided to you the client and
submitted as a requirement of the
Royal Roads University MBA program and therefore offered
free of consulting fees. Limited
expenses include office supplies, printing and copying costs.

30. Royal Roads University estimates a
project value of $30,000 to the client based on scope and
required hours of work.
ANTICIPATED OUTCOMES and BENEFITS
The project will provide an analysis of Crofton’s performance
management program that will assist
senior management in:
Understanding how the current PM program is used at Crofton.
Revising the current program to meet organizational needs and
business objectives.
Setting a benchmark and measuring the success of improvement
strategies implemented in
the future.
Nov 2007 Materials and concepts used in this proposal have
been reproduced with permission of the Author and Client.
Enabling the organization to efficiently and effectively conduct
PM activities.
Improving the PM skills and knowledge of managers.
Improving the value of PM to individual employees and their
managers.

31. Improving motivation, morale, retention and performance of
the staff workforce.
Identifying and planning for required employee development
and succession planning to
meet the future needs of the organization.
SUMMARY of PROJECT DELIVERABLES
Following completion of the project you will receive 2 printed
copies and 1 electronic file of the
following documents:
1. Performance management program analysis document
(approximately 75-100 pages plus
appendices) including short and long term opportunities for
improvement and applicable
recommended implementation plan.
2. Power Point Presentation summarizing findings and
recommendations
CONSULTANT’S CREDENTIALS and CONTACT
INFORMATION
I completed a Bachelor of Science (B.Sc.) degree from the
University of Waterloo in 2001 and 6
years working experience in the human resources field. I began
my MBA in Executive
Management in April 2006 at Royal Roads University. To date
I have successfully completed the

32. required course work for the program preparing me with skills
and knowledge essential to working
with clients to investigate potential business concerns, diagnose
issues that need to be addressed
and deliver effective solutions.
MBA course work specifically relevant to this project include:
Project Management, Business
Research Methods, Consulting Skills, Change Management and
Organizational Relations.
My consulting philosophy centres on client partnerships;
working directly with clients to provide
tools, information and mutually developed solutions to ensure
the client’s specific business needs
are addressed.
Contact information:
Office: 250-246-6079
Email: [email protected]
External FactorsPurposeCONSULTANT’S CREDENTIALS and
CONTACT INFORMATION