Page 1 of 3
Comprehensive Career Assessment Paper
General Instructions
Create an assessment battery for a hypothetical client seeking career counseling and guidance.
Include the types of assessments you would use and the rationale for your choice of
each assessment.
Use at least 3 quantitative assessments and 2 qualitative assessments (i.e. clinical
interview, card sort etc.)
Each assessment you select should be thoroughly discussed in terms of the
appropriateness of use with your client and should include statistical data to support your
decision such as the population on which the assessment was normed, the validity and
reliability of using the assessment with your client, and any limitations the assessment
would have if used with diverse and special populations.
Include information on how to use electronic resources such as O*NET and CAGS as
well as the Dictionary of Occupational Titles to describe the mental, physical, and
vocational preparation for work.
The body of the paper should be a minimum of 10 pages and should include additional
resources and references other than the text book. You may use yourself as the
hypothetical client.
The Following are headings to be incorporated in your paper:
Abstract
Background
Assessment used
MBTI
Self-Directed Search
Strong Campbell
Results of assessment
Cognitive strengths and weaknesses
Physical or mental limitation or strengths
Clinical impression or counselor's impression (this would be information you would gain
during the initial interview with the client)
Cultural considerations and special needs
Jobs available in the national labor market. You will need to go to either the Bureau of
Labor statistics and/or ONET to get the job requirements, physical and mental demands,
the numbers of these jobs in the national economy, and how this will affect your client in
the geographical area in which they live.
If additional skills are needed for the jobs you cite in the previous section, how will the
client acquire those skills
Summary and conclusion.
Submit your paper to the Turnitin link below. The paper must be submitted in Microsoft Word;
Times New Roman font; 12 pt. font size; margins 1” on all sides; double-spaced. The
assignment should be written on a graduate level and references used should be cited within
the discussion and documented in a reference list using APA styling.
Page 2 of 3
Post your paper, as a single document, to the grade book through Turnitin.com. An originality
score greater than 25% will result in a severe penalty.
Scoring Guidelines
Points available: 200
Component Unacceptable Revisions Required Target
Assessment Battery
for a client seeking
career counseling and
guidance. Include the
types of assessments
and rationale for your
choice (CACREP F.4.e,
F.4.h, F. 4.i, F.7.i)
Assessment battery
does not provide a
proper balanced of
q ...
Entrepreneurship and Small BusinessASSIGNMENT -1Submission DatTanaMaeskm
Entrepreneurship and Small BusinessASSIGNMENT -1
Submission Date by students: Before the end ofWeek- 7th
Place of Submission: Students Grade Centre
Weight: 05 Marks
Learning Outcome:
1. Demonstrate a solid understanding of the potential of entrepreneur in today's competitive business world. (Lo 1.2)
2. Demonstrate ability to think independently and systematically on developing a viable business model (Lo 1.3 & 3.7).
3. Understand the place of small business in history and explore the strengths and weaknesses of small business. (Lo 1.1).
Assignment Workload:
This assignment is an individual assignment.
Start-up Business Plan
Imagine you started a new business as an entrepreneur in Saudi Arabia.
Please, think and share information on the following items:
1. Owners, capital structure and company profile
a. Your Business Name, Address, E‐Mail
b. Form of ownership: What is the legal structure? Sole proprietor, Partnership, Corporation…..
C. Investment capital
2. Company Business Description (300 – 400 words)
A. Scope and type of business
What business will you be in? What will you do? What market segment will you choose?
• Business idea: what is your big idea? Is it a product or a service? What makes your idea different?
• Mission Statement
• Company’s short-term and long-term goals and objectives.
• Target market and demographics: Who will your customers be? Where do they live? What is your target market passionate about?
B. Business Philosophy
What is important to you in your business?
• Describe your Industry: Is it a growth industry? What long term or short-term changes do you foresee in the industry? How will your company take advantage of it?
• Describe your most important company strengths and core competencies: What factors will make the company succeed? What do you think your major competitive strengths will be? What background experience, skills, and strengths do you personally bring to this new venture?
• Risk Assessment: Evaluate the strengths and weaknesses of your business using SWOT.
• Scale of the business and its growth anticipation: what is the growth rate per year for five years? What do your 5-year financials look like? What is your path to profitability?
•Who is your competition and how do you beat them?
• Start-up costs: what costs do you expect to make the business run for the next five years?
3. Products and Services
a. Describe in detail your products or services (Technical specifications).
b. Size of business: how many employees? How many offices and retail facilities?
c. What factors will give you competitive advantages or disadvantages? Examples, include level of quality or unique or proprietary features.
Criteria Ratings Points
Primary
Thread –
Key
Components
40 to >36.0 pts
Advanced
All key components of the
Case Study prompts are
answered in the thread.
Major points are
supported by Learn
materials, Biblical
integration, and pertinent,
conceptual, or personal
examples. Thoughtful
analysi ...
Entrepreneurship and Small BusinessASSIGNMENT -1Submission DatTanaMaeskm
Entrepreneurship and Small BusinessASSIGNMENT -1
Submission Date by students: Before the end ofWeek- 7th
Place of Submission: Students Grade Centre
Weight: 05 Marks
Learning Outcome:
1. Demonstrate a solid understanding of the potential of entrepreneur in today's competitive business world. (Lo 1.2)
2. Demonstrate ability to think independently and systematically on developing a viable business model (Lo 1.3 & 3.7).
3. Understand the place of small business in history and explore the strengths and weaknesses of small business. (Lo 1.1).
Assignment Workload:
This assignment is an individual assignment.
Start-up Business Plan
Imagine you started a new business as an entrepreneur in Saudi Arabia.
Please, think and share information on the following items:
1. Owners, capital structure and company profile
a. Your Business Name, Address, E‐Mail
b. Form of ownership: What is the legal structure? Sole proprietor, Partnership, Corporation…..
C. Investment capital
2. Company Business Description (300 – 400 words)
A. Scope and type of business
What business will you be in? What will you do? What market segment will you choose?
• Business idea: what is your big idea? Is it a product or a service? What makes your idea different?
• Mission Statement
• Company’s short-term and long-term goals and objectives.
• Target market and demographics: Who will your customers be? Where do they live? What is your target market passionate about?
B. Business Philosophy
What is important to you in your business?
• Describe your Industry: Is it a growth industry? What long term or short-term changes do you foresee in the industry? How will your company take advantage of it?
• Describe your most important company strengths and core competencies: What factors will make the company succeed? What do you think your major competitive strengths will be? What background experience, skills, and strengths do you personally bring to this new venture?
• Risk Assessment: Evaluate the strengths and weaknesses of your business using SWOT.
• Scale of the business and its growth anticipation: what is the growth rate per year for five years? What do your 5-year financials look like? What is your path to profitability?
•Who is your competition and how do you beat them?
• Start-up costs: what costs do you expect to make the business run for the next five years?
3. Products and Services
a. Describe in detail your products or services (Technical specifications).
b. Size of business: how many employees? How many offices and retail facilities?
c. What factors will give you competitive advantages or disadvantages? Examples, include level of quality or unique or proprietary features.
Criteria Ratings Points
Primary
Thread –
Key
Components
40 to >36.0 pts
Advanced
All key components of the
Case Study prompts are
answered in the thread.
Major points are
supported by Learn
materials, Biblical
integration, and pertinent,
conceptual, or personal
examples. Thoughtful
analysi ...
Closing the LoopSheree SalaamCapella UniversityStrateg.docxmary772
Closing the Loop
Sheree Salaam
Capella University
Strategies to Disseminate the Results of the Assessment
Make assessent results easy to access (Banta & Blaich, 2011)
Post assessment results on the university website
Send emails to all stakeholders informing them of assessment updates and links to view results on the website
Banta and Blaich (2011) noted that having information that is easy to access for assessment is important. Along with easily accessed information, interested parties should be able to contact persons with specific questions and receive answers (Banta & Blaich, 2011). All students will be emailed to inform them of assessment results. They are important stakeholders in this process and need to be updated with information. Faculty, staff, administration, and external stakeholders will also be informed of assessment news.
2
Strategies to Use the Results of Assessment to Create Improvements
"Conduct only assessments that will impact important decision" (Suskie, 2018, p. 150)
"Give faculty and staff clear expectations and guidance" (Suskie, 2018, p. 132)
Instructors must document teaching modifications with correlating assessment results
The goal is to utilize everyone’s time wisely. There is no need to give assessments that will not affect major changes. Participating in professional development will help faculty be knowledgeable of assessment, but they still need directions on how to proceed. I will give each faculty member involved in the program specific responsibilities. They will be given a checklist so they know all the steps that must be completed. The documentation of modifications of teaching will be used to review with later assessment results.
3
Strategies to Build a Culture of Assessment
"Provide opportunities to learn about assessment" (Suskie, 2018, p. 128)
Involve students in assessment surveys
Assess the assessment program (Banta & Blaich, 2011)
Professional development, workshops, and information meetings will be provided for faculty and staff. The more they learn about assessment, the better equipped they will be to assess students and make improvements. Feedback from students is crucial to having successful assessments. Listening to feedback from students will help us modify aspects of the assessment plan to achieve better results. According to Banta and Blaich (2011), "assessment is a learning process- that is, it takes trial and error for institutions to figure out how to assess" (p. 26). We will frequently analyze our assessment plan, to achieve better results positve participation in the program.
4
References
Banta. T., W., & Blaich, C. (2011). Closing the assessment loop. Change, 43(1), 22-27. Retrieved from http://web.b.ebscohost.com.library.capella.edu/ehost/pdfviewer/pdfviewer?vid=1&sid=87f22247-830c-4c7a-a357-fb216d44a957%40pdc-v-sessmgr04
Suskie, L. (2018). Assessing Student Learning: A Common Sense Guide. Retrieved from https://ebookcentral-proquest-com.library.capella.
No HR Staff? 7 Crucial Moves to Master Everyday Employee ManagementComplyRight, Inc.
There's a point when it becomes obvious that a business needs an HR professional on staff. Until then, managing the required recordkeeping tasks, handling questions from employees, and taking proper steps to protect your business from legal risk can seem like a never-ending burden that distracts from other critical business activities. And yet, you can’t afford to ignore these responsibilities.
Take a deep breath! This free webinar will provide practical guidelines for getting HR activities under control, even without an HR specialist on staff. After the presentation, you’ll have solid information to help your business run more smoothly and, most importantly, protect you in the event of an employee lawsuit.
In this insightful webinar, you'll learn:
• Common mistakes to avoid when hiring
• How to create an organized recordkeeping system
• Employee policies every business needs
• The right way to document performance issues
• Why accurate labor law postings are critical
• Steps to prevent a costly harassment claim
• How to use technology to reduce HR overhead
How to manage recruitment and selection tells you all about what to do when considering recruitment and selection.
We can help with FREE recruitment services and business management training.
We can also offer free advice and guidance.
Please call us on: 0121 707 0550 or e-mail: info@pathwaygroup.co.uk
CHAPTER 6 Position Descriptions Chapter Objectives WilheminaRossi174
CHAPTER 6
Position Descriptions
Chapter Objectives
After reading this chapter, readers will be able to:
• Understand the importance of a properly prepared position or job description
• Conduct a position analysis
• Appreciate the contribution made by a position’s incumbent
• Describe the components of a position description
• Create a position description
CHAPTER SUMMARY
Position descriptions or job descriptions are the documents upon which the day-to-day operations and
activities of the employees of an organization are based. They should support the mission, goals, and
objectives of the organization that creates them. All job descriptions in an organization should use the
same format and a common vocabulary. Well-written position descriptions include statements that
clearly delineate duties and responsibilities and fully describe compensable factors such as the level of
responsibility, the number of persons supervised, the resources controlled, and the experience and
minimum level of education needed to complete the job successfully.
Case Study: Creating a New Job Description
Julie Miller, the health officer of a large suburban health department, was planning for the future. The
board had discussed creating a new position for someone to conduct training for employees of the
health department. Registered sanitarians are the most common classification of employees in the
health department. They are not only difficult to recruit but also difficult to retain. Providing them with
additional and ongoing training should help with retention.
Matt Jefferson has been employed as a registered sanitarian for the past six years. He recently
completed a master of public health degree. He approached Julie to ask for the training position, briefly
making his case that he was the best person to become the trainer. Julie told Matt that, according to
departmental rules, a search would have to be conducted to find the best candidate for the position.
Matt replied that if the job description were written carefully, a sanitarian clearly would be the best
candidate. After thanking Matt for his thoughts, Julie began to work on the position description, which
she thought could be completed in half an hour. What comments or advice would you offer to Julie?
...........................
INTRODUCTION
Lists of activities delineating a particular employee’s tasks are called job descriptions or position
descriptions. The term job description is older and evolved from the field of industrial psychology.
Position description is a newer, more inclusive designation. The two terms are interchangeable. With
changes in the flow of work, position descriptions change. Fluidity of positions is especially pronounced
in fields related to health. Managers must be aware of such changes and ensure that the descriptions of
the activities that their employees perform remain current and accurate. This is relat ...
Course Project HRMIS Data Analysis and Recommendations (Due Wee.docxvanesaburnand
Course Project: HRMIS Data Analysis and Recommendations (Due Week 7)
Note: To be considered complete, all written assignments must include proper citations within the body of the paper as appropriate, as well as a reference page. Failure to cite outside sources is plagiarism and will be treated as such! You must also include a title page. Do not include pictures or graphics. All documents must be in Word format and placed in the Dropbox by the assignment deadline. Paper mechanics must also be followed as outlined below.
Description and Scenario
You are an HRM consultant who was hired to provide some analysis and strategic recommendations based on data pulled from your client company. From the data provided in the following pages, titled “HRMIS Reports,” you will be providing analysis and strategic recommendations.
Criteria
You have been given five HRMIS reports containing data about your client company. From these reports, you will provide the following two components of information to your client.
1. Analysis: After reviewing the data pulled from the client’s HRMIS system, you are asked to tell your client what the data mean. In other words, analyze the information, identify patterns, and conduct an assessment to share your conclusions with your client.
2. Strategic Recommendations: Now that you have provided some conclusions, what recommendations would you provide to this company? Thoroughly validate those recommendations. For example, what patterns can you identify from the reports? Would you recommend additional HRM functions be converted into the HRMIS? Explain why.
Grading Rubric
The following information must be included in your paper and should usethe headings outlined below.
Total points = 270.
Paper Headings
Description
Points
Introduction
Introduction provides sufficient background on the topic and previews major points.
10
Analysis and Strategic Recommendations
Provide your analysis of all five reports included in the following pages. This section must apply information gained through your readings and the discussions. You must validate your analysis with information from the reports shared and theories studied in this course. After reviewing the information provided below, share your insight related to the data. What does it mean? What conclusions would you share with your customer? What recommendations would you make? What strategic value does this information bring to a business and to HR? How might these data impact other facets of the business? Do not limit your analysis to just these questions; these questions are provided to give you some thinking points—apply your critical thinking skills.
240 points as outlined below
Report 1
HRIS Report 1 Analysis and Strategic Recommendation
40
Report 2
HRIS Report 2 Analysis and Strategic Recommendation
40
Report 3
HRIS Report 3 Analysis and Strategic Recommendation
40
Report 4
HRIS Report 4 Analysis and Strategic Recommendation
40
Report 5
HRIS Report 5 Analysis and Strategic R.
HUS 335: Interpersonal Helping Skills
Case Assessment Format
The case assessment takes place after the intake and assessment interviews have been conducted. The helping professional must evaluate the application for services to determine eligibility for services. This is just one process for conducting a case assessment.
Step 1. Provide me with your agency’s profile with your eligibility guidelines (on a separate page)
Step 2. Review the case assessment process (things to think about as you complete the assessment)
Step 3. Complete the Case Assessment (p. 2)
I. Examine your agency’s guidelines for eligibility as well as federal or state guidelines, if applicable. What are your agency’s guidelines for eligibility?
II. Review all the information you have gather on your client during the initial contact, intake, and assessment phases.
a. Applicant’s reason for applying for services
b. His/her background
c. Strengths
d. Weaknesses
e. The problem that is causing difficulty
f. What the applicants want to have happen as a result of service delivery
III. Determine if the client is eligible for services at your agency.
A. Is the client eligible for services? Why or why not?
B. What problems are identified (i.e., presenting problem)?
C. Are services or resources available that relate to the problems identified?
D. Will the agency’s involvement help the client reach the objectives goals that have been established.
E. Is more information needed (e.g., referral source, client’s family, chool officials, employer, medical doctor, mental health professional, previous social service agencies, etc.)
IV. Impressions
V. Assessment
VI. Service Identification/Recommendations for Services
VII. Case Assignment
Your Agency’s Name
Case Assessment
Pseudo Client Name: ____________________________________________ Date: _________________
Human Services Professional: ______________________________________ Title: _________________
Intake Date: ______________________ Assessment Interview Date: _________________________
I. Demographic description of client
Age, gender, cultural background, race, socioeconomic status, religion, occupation, marital/family status, education
II. Presenting Problem
Indicate referral source (e.g., self-referred or agency referral). If an agency referred the client, state why they referred the client to your agency.
State what brought the client to your agency from the client’s perspective. (This only needs to be a few sentences and not the history of the client.)
III. Impression/Interview affect, behavior, and mental status
How does the client appear to you (grooming, dress, voice, tone, mood, timeliness for the interview, cooperativeness, etc.)? Has this been consistent or changed throughout sessions (intake and assessment interview sessions)?
IV. History
Present the history as objectively as possible and only key information. Facts that were collected from the client, significant records, and referral source. Let the facts s ...
Assignment Rubric (2) (1)
Assignment Rubric (2) (1)
Criteria
Ratings
Pts
This criterion is linked to a Learning Outcome
Assignment Component
3.0 pts
The paper is content rich, all questions have been answered, and analysis is evident.
2.0 pts
The paper is effective in supporting the student’s argument, but it minimally responds to the assignment.
0.0 pts
Assignment component has not yet been included
3.0 pts
This criterion is linked to a Learning Outcome
Writing Component
3.0 pts
The paper contains correct grammar, spelling, and sentence structure.
2.0 pts
The paper follows all formatting guidelines, including page-length and APA formatting requirements.
0.0 pts
Writing Component has not yet been included
3.0 pts
This criterion is linked to a Learning Outcome
Research Component
4.0 pts
The student uses at least two quality resources outside of the textbook to support her/his argument. No errors in APA style. Scholarly style. All references and citations are correctly written and match.
2.0 pts
The student provides supporting evidence for her/his argument. Errors in APA style are noticeable. One or more reference or citations missing or incorrectly written.
0.0 pts
Research Component has not yet been included. Errors in APA style detract substantially from the paper. Reference and citation errors detract significantly from paper.
4.0 pts
Total Points: 10.0
Marketing 305 – Fall 2016
Final Project Format & Requirements
Formatting Requirements:
Format
• Must be submitted in PDF format ONLY via BlackBoard
• Paragraphs: Double Spaced
• Bullet Points: Single Space
• 12 Point Font - Arial or Times New Roman Font ONLY
• 1” margin, header and footer
Title Page
• Title of Project
• Your Name (First, Last)
• Class (‘MKTG 305’ and day/time OR on-line class)
• Professor’s Name
• Current Date
Table of Contents
Headings/Sections Requirements:
** You may click the headings for more information about each section **
I. Executive Summary
II. Your Personal Mission/Vision Statement
III. Introduction / Overview of Project
IV. Situation Analysis (Summary Snapshot)
• Overview/Section Introduction
• Climate
o Political
o Economic
o Social
o Technology
• S.W.O.T. Analysis
o Overview of your S.W.O.T.
Strengths & Weaknesses (Internal)
Opportunities & Threats (External)
• Target Market (The industry/career field that you have chosen to seek out)
o Overview/Section Introduction
• Company Analysis (YOU)
• Overview/Section Introduction
• Core Competencies
• Competitive Advantage(s)
• S.M.A.R.T. Goals & Objectives
• Competitor Analysis (People in the same market as YOU)
• Overview/Section Introduction
• Specific Opportunities & Threats
• Client Analysis (Companies that will hire YOU)
• Overview/Section Introduction
• Specific Opportunities & Threats
• Detailed version of Target Market (see above)
• Collaborators (Influencers and/or Mentors)
• Overview/Section Introduction
http://www.businessdi ...
Personnel Selection EffectivenessIn the Standards for Educationa.docxmattjtoni51554
Personnel Selection Effectiveness
In the Standards for Educational and Psychological Testing, the American Educational Research Association (1999) denotes five forms of evidence for use in evaluating a selection procedure for a specific application: (a) relationships between predictor scores and other variables (e.g., test–criterion relationships), (b) content, (c) internal test structure, (d) response processes, and (e) testing consequences. Industrial/Organizational (I/O) practitioners need to be mindful of these considerations in test development and in choosing standardized tests for employee selection.
Effective personnel selection processes entail systematically implementing assessments to evaluate job-related knowledge, skills, and abilities (KSAs), and personality traits (Arabian, 2008). Establishing job requirements provides a firm foundation for selection, and it facilitates identifying appropriate assessments to cover all dimensions of a given job and the results of performing that job (outcomes). Consequently, an effective selection process should include a variety of assessments measuring different aspects of a candidate with the ultimate goal of providing as full and accurate an assessment of as many job dimensions as possible (Arabian, 2008). Consider the assessments that you encountered before you were hired at a recent job. Do you believe they were effective in capturing the multiple dimensions of that job? If outcomes were included, do you think they were necessary?
Post an explanation of what process should be used to determine the effectiveness of personnel selection effectiveness. Then, provide your position on whether multiple outcomes should be used in personnel selection. Provide concrete examples and citations from the Learning Resources and current literature to support your post.
Example:
According to the American Educational Research Association’s (2014) Standards for Educational and Psychological Testing, the validation of employment testing begins with job analysis. It is necessary to identify the job behaviors and outcomes specified for the job employees are being selected for. This job analysis provides the empirical evidence necessary to link employment testing with job performance. There are two basic types of job analysis- deductive and inductive. Deductive job analysis utilizes extant knowledge of specific job that are available for use. Inductive job analysis develops new data about the specific job of interest (Whetzel & Wheaton, 2016).
The goal of selection testing is to draw inferences that test performance will predict job performance. This relationship can be established by identifying the link between predictors and performance and behavioral measures. A predictor construct domain is established by determining the knowledge, skills, abilities (KSAs), and traits that are included with certain constructs (e.g., reading comprehension). Criterion constructs are job behaviors or outcomes su.
Supplemental Information for Week 6 Job Analysis and Design Depu.docxpicklesvalery
Supplemental Information for Week 6 Job Analysis and Design
Deputy VP, HR - Job Announcement
The Deputy VP of HR is responsible for participating in the development of the Company and Human Resources objectives, philosophy, and strategic planning in relation to programs and trends in Human Resources management. Administers Human Resources policies and procedures as they pertain to all employees within the company. Provides direction to Human Resources administrative staff in regard to Human Resources policies, EEO, wage and salary management, benefits, and training. Provides leadership and direction for diverse and complex functions. Contributes to the development of the organization's business strategy. Interprets business strategy and develops organizational objectives to align with this strategy. Typically manages multiple teams of professionals.
Requirements
- Oversees the development, implementation, and coordination of policies and procedures for the Human Resources department to establish and maintain an effective department through managing, advising, and motivating department employees.
- Counsels management and employees on disciplinary actions and performance problems.
- Oversees government, legal, and regulatory requirements and/or complaints in various areas.
- Partners with business leaders to achieve organization and business alignment.
- Partners with senior management to develop strategic HR goals, policies, and programs that align with business initiatives.
- Leads department personnel, including direct supervision, hiring, training, and performance management.
- Consistent exercise of independent judgment and discretion in matters of significance.
- Develops Human Resources strategies for business groups that includes workforce planning, pay-for-performance, talent management, talent acquisition, and succession.
- Generally requires 12+ years related experience supporting all levels of employees-with heavy concentration on front-line/field employees highly preferred.
- Strong ER & employee engagement experience highly preferred.
Mr. Williams's current Senior HR Specialist Job Duties
Duites
· Serve as a link between management and employees by handling questions, interpreting and administering contracts and helping resolve work-related problems.
· Analyze and modify compensation and benefits policies to establish competitive programs and ensure compliance with legal requirements.
· Advise managers on organizational policy matters such as equal employment opportunity and sexual harassment, and recommend needed changes.
· Perform difficult staffing duties, including dealing with understaffing, refereeing disputes, firing employees, and administering disciplinary procedures.
· Plan and conduct new employee orientation to foster positive attitude toward organizational objectives.
· Identify staff vacancies and recruit, interview and select applicants.
· Plan, direct, supervise, and coordinate work activities of subordinates an ...
Resources Assigned readings, ERRs, the Internet,and other resources.docxkarlhennesey
Resources: Assigned readings, ERRs, the Internet,and other resources
Write
a no more than 3 page paper, in which you identify a total compensation plan for an organization focused on internal equity, and a total compensation plan for an organization focused on external equity.
Identify
advantages and disadvantages of internal and external equity for the organizations.
Explain
how each plan supports that organization's total compensation objective and the relationship of the organization's financial situation to its plan.
Draw conclusions based upon Electronic Reserve Readings in eCampus
, Martocchio (2009) and/or Milkovich and Newman (2008),
personal experience, and data collected from organizations.
Integrate Week 2 readings
,
Martocchio (2009) and/or Milkovich and Newman (2008),
throughout paper.
Direct quotations should be avoided.
Research should be summarized and synthesized using your own words
; be certain to cite sources of knowledge.
Format
your paper consistent with
APA 6
th
Edition
guidelines.
.
Resource Review Documenting the Face of America Roy Stryker and.docxkarlhennesey
Resource:
Review "Documenting the Face of America: Roy Stryker and the FSA/OWI Photographers," and Ch. 5 of
Oxford History of Art: Twentieth-Century American Art
.
Write
a 200- to 350-word summary responding to the following:
How was photography used as an instrument for social reform? What photograph do you think makes the most powerful social commentary? Why?
Submit
your assignment in a Microsoft
®
Word document using the Assignment Files tab above.
.
More Related Content
Similar to Page 1 of 3 Comprehensive Career Assessment Paper .docx
Closing the LoopSheree SalaamCapella UniversityStrateg.docxmary772
Closing the Loop
Sheree Salaam
Capella University
Strategies to Disseminate the Results of the Assessment
Make assessent results easy to access (Banta & Blaich, 2011)
Post assessment results on the university website
Send emails to all stakeholders informing them of assessment updates and links to view results on the website
Banta and Blaich (2011) noted that having information that is easy to access for assessment is important. Along with easily accessed information, interested parties should be able to contact persons with specific questions and receive answers (Banta & Blaich, 2011). All students will be emailed to inform them of assessment results. They are important stakeholders in this process and need to be updated with information. Faculty, staff, administration, and external stakeholders will also be informed of assessment news.
2
Strategies to Use the Results of Assessment to Create Improvements
"Conduct only assessments that will impact important decision" (Suskie, 2018, p. 150)
"Give faculty and staff clear expectations and guidance" (Suskie, 2018, p. 132)
Instructors must document teaching modifications with correlating assessment results
The goal is to utilize everyone’s time wisely. There is no need to give assessments that will not affect major changes. Participating in professional development will help faculty be knowledgeable of assessment, but they still need directions on how to proceed. I will give each faculty member involved in the program specific responsibilities. They will be given a checklist so they know all the steps that must be completed. The documentation of modifications of teaching will be used to review with later assessment results.
3
Strategies to Build a Culture of Assessment
"Provide opportunities to learn about assessment" (Suskie, 2018, p. 128)
Involve students in assessment surveys
Assess the assessment program (Banta & Blaich, 2011)
Professional development, workshops, and information meetings will be provided for faculty and staff. The more they learn about assessment, the better equipped they will be to assess students and make improvements. Feedback from students is crucial to having successful assessments. Listening to feedback from students will help us modify aspects of the assessment plan to achieve better results. According to Banta and Blaich (2011), "assessment is a learning process- that is, it takes trial and error for institutions to figure out how to assess" (p. 26). We will frequently analyze our assessment plan, to achieve better results positve participation in the program.
4
References
Banta. T., W., & Blaich, C. (2011). Closing the assessment loop. Change, 43(1), 22-27. Retrieved from http://web.b.ebscohost.com.library.capella.edu/ehost/pdfviewer/pdfviewer?vid=1&sid=87f22247-830c-4c7a-a357-fb216d44a957%40pdc-v-sessmgr04
Suskie, L. (2018). Assessing Student Learning: A Common Sense Guide. Retrieved from https://ebookcentral-proquest-com.library.capella.
No HR Staff? 7 Crucial Moves to Master Everyday Employee ManagementComplyRight, Inc.
There's a point when it becomes obvious that a business needs an HR professional on staff. Until then, managing the required recordkeeping tasks, handling questions from employees, and taking proper steps to protect your business from legal risk can seem like a never-ending burden that distracts from other critical business activities. And yet, you can’t afford to ignore these responsibilities.
Take a deep breath! This free webinar will provide practical guidelines for getting HR activities under control, even without an HR specialist on staff. After the presentation, you’ll have solid information to help your business run more smoothly and, most importantly, protect you in the event of an employee lawsuit.
In this insightful webinar, you'll learn:
• Common mistakes to avoid when hiring
• How to create an organized recordkeeping system
• Employee policies every business needs
• The right way to document performance issues
• Why accurate labor law postings are critical
• Steps to prevent a costly harassment claim
• How to use technology to reduce HR overhead
How to manage recruitment and selection tells you all about what to do when considering recruitment and selection.
We can help with FREE recruitment services and business management training.
We can also offer free advice and guidance.
Please call us on: 0121 707 0550 or e-mail: info@pathwaygroup.co.uk
CHAPTER 6 Position Descriptions Chapter Objectives WilheminaRossi174
CHAPTER 6
Position Descriptions
Chapter Objectives
After reading this chapter, readers will be able to:
• Understand the importance of a properly prepared position or job description
• Conduct a position analysis
• Appreciate the contribution made by a position’s incumbent
• Describe the components of a position description
• Create a position description
CHAPTER SUMMARY
Position descriptions or job descriptions are the documents upon which the day-to-day operations and
activities of the employees of an organization are based. They should support the mission, goals, and
objectives of the organization that creates them. All job descriptions in an organization should use the
same format and a common vocabulary. Well-written position descriptions include statements that
clearly delineate duties and responsibilities and fully describe compensable factors such as the level of
responsibility, the number of persons supervised, the resources controlled, and the experience and
minimum level of education needed to complete the job successfully.
Case Study: Creating a New Job Description
Julie Miller, the health officer of a large suburban health department, was planning for the future. The
board had discussed creating a new position for someone to conduct training for employees of the
health department. Registered sanitarians are the most common classification of employees in the
health department. They are not only difficult to recruit but also difficult to retain. Providing them with
additional and ongoing training should help with retention.
Matt Jefferson has been employed as a registered sanitarian for the past six years. He recently
completed a master of public health degree. He approached Julie to ask for the training position, briefly
making his case that he was the best person to become the trainer. Julie told Matt that, according to
departmental rules, a search would have to be conducted to find the best candidate for the position.
Matt replied that if the job description were written carefully, a sanitarian clearly would be the best
candidate. After thanking Matt for his thoughts, Julie began to work on the position description, which
she thought could be completed in half an hour. What comments or advice would you offer to Julie?
...........................
INTRODUCTION
Lists of activities delineating a particular employee’s tasks are called job descriptions or position
descriptions. The term job description is older and evolved from the field of industrial psychology.
Position description is a newer, more inclusive designation. The two terms are interchangeable. With
changes in the flow of work, position descriptions change. Fluidity of positions is especially pronounced
in fields related to health. Managers must be aware of such changes and ensure that the descriptions of
the activities that their employees perform remain current and accurate. This is relat ...
Course Project HRMIS Data Analysis and Recommendations (Due Wee.docxvanesaburnand
Course Project: HRMIS Data Analysis and Recommendations (Due Week 7)
Note: To be considered complete, all written assignments must include proper citations within the body of the paper as appropriate, as well as a reference page. Failure to cite outside sources is plagiarism and will be treated as such! You must also include a title page. Do not include pictures or graphics. All documents must be in Word format and placed in the Dropbox by the assignment deadline. Paper mechanics must also be followed as outlined below.
Description and Scenario
You are an HRM consultant who was hired to provide some analysis and strategic recommendations based on data pulled from your client company. From the data provided in the following pages, titled “HRMIS Reports,” you will be providing analysis and strategic recommendations.
Criteria
You have been given five HRMIS reports containing data about your client company. From these reports, you will provide the following two components of information to your client.
1. Analysis: After reviewing the data pulled from the client’s HRMIS system, you are asked to tell your client what the data mean. In other words, analyze the information, identify patterns, and conduct an assessment to share your conclusions with your client.
2. Strategic Recommendations: Now that you have provided some conclusions, what recommendations would you provide to this company? Thoroughly validate those recommendations. For example, what patterns can you identify from the reports? Would you recommend additional HRM functions be converted into the HRMIS? Explain why.
Grading Rubric
The following information must be included in your paper and should usethe headings outlined below.
Total points = 270.
Paper Headings
Description
Points
Introduction
Introduction provides sufficient background on the topic and previews major points.
10
Analysis and Strategic Recommendations
Provide your analysis of all five reports included in the following pages. This section must apply information gained through your readings and the discussions. You must validate your analysis with information from the reports shared and theories studied in this course. After reviewing the information provided below, share your insight related to the data. What does it mean? What conclusions would you share with your customer? What recommendations would you make? What strategic value does this information bring to a business and to HR? How might these data impact other facets of the business? Do not limit your analysis to just these questions; these questions are provided to give you some thinking points—apply your critical thinking skills.
240 points as outlined below
Report 1
HRIS Report 1 Analysis and Strategic Recommendation
40
Report 2
HRIS Report 2 Analysis and Strategic Recommendation
40
Report 3
HRIS Report 3 Analysis and Strategic Recommendation
40
Report 4
HRIS Report 4 Analysis and Strategic Recommendation
40
Report 5
HRIS Report 5 Analysis and Strategic R.
HUS 335: Interpersonal Helping Skills
Case Assessment Format
The case assessment takes place after the intake and assessment interviews have been conducted. The helping professional must evaluate the application for services to determine eligibility for services. This is just one process for conducting a case assessment.
Step 1. Provide me with your agency’s profile with your eligibility guidelines (on a separate page)
Step 2. Review the case assessment process (things to think about as you complete the assessment)
Step 3. Complete the Case Assessment (p. 2)
I. Examine your agency’s guidelines for eligibility as well as federal or state guidelines, if applicable. What are your agency’s guidelines for eligibility?
II. Review all the information you have gather on your client during the initial contact, intake, and assessment phases.
a. Applicant’s reason for applying for services
b. His/her background
c. Strengths
d. Weaknesses
e. The problem that is causing difficulty
f. What the applicants want to have happen as a result of service delivery
III. Determine if the client is eligible for services at your agency.
A. Is the client eligible for services? Why or why not?
B. What problems are identified (i.e., presenting problem)?
C. Are services or resources available that relate to the problems identified?
D. Will the agency’s involvement help the client reach the objectives goals that have been established.
E. Is more information needed (e.g., referral source, client’s family, chool officials, employer, medical doctor, mental health professional, previous social service agencies, etc.)
IV. Impressions
V. Assessment
VI. Service Identification/Recommendations for Services
VII. Case Assignment
Your Agency’s Name
Case Assessment
Pseudo Client Name: ____________________________________________ Date: _________________
Human Services Professional: ______________________________________ Title: _________________
Intake Date: ______________________ Assessment Interview Date: _________________________
I. Demographic description of client
Age, gender, cultural background, race, socioeconomic status, religion, occupation, marital/family status, education
II. Presenting Problem
Indicate referral source (e.g., self-referred or agency referral). If an agency referred the client, state why they referred the client to your agency.
State what brought the client to your agency from the client’s perspective. (This only needs to be a few sentences and not the history of the client.)
III. Impression/Interview affect, behavior, and mental status
How does the client appear to you (grooming, dress, voice, tone, mood, timeliness for the interview, cooperativeness, etc.)? Has this been consistent or changed throughout sessions (intake and assessment interview sessions)?
IV. History
Present the history as objectively as possible and only key information. Facts that were collected from the client, significant records, and referral source. Let the facts s ...
Assignment Rubric (2) (1)
Assignment Rubric (2) (1)
Criteria
Ratings
Pts
This criterion is linked to a Learning Outcome
Assignment Component
3.0 pts
The paper is content rich, all questions have been answered, and analysis is evident.
2.0 pts
The paper is effective in supporting the student’s argument, but it minimally responds to the assignment.
0.0 pts
Assignment component has not yet been included
3.0 pts
This criterion is linked to a Learning Outcome
Writing Component
3.0 pts
The paper contains correct grammar, spelling, and sentence structure.
2.0 pts
The paper follows all formatting guidelines, including page-length and APA formatting requirements.
0.0 pts
Writing Component has not yet been included
3.0 pts
This criterion is linked to a Learning Outcome
Research Component
4.0 pts
The student uses at least two quality resources outside of the textbook to support her/his argument. No errors in APA style. Scholarly style. All references and citations are correctly written and match.
2.0 pts
The student provides supporting evidence for her/his argument. Errors in APA style are noticeable. One or more reference or citations missing or incorrectly written.
0.0 pts
Research Component has not yet been included. Errors in APA style detract substantially from the paper. Reference and citation errors detract significantly from paper.
4.0 pts
Total Points: 10.0
Marketing 305 – Fall 2016
Final Project Format & Requirements
Formatting Requirements:
Format
• Must be submitted in PDF format ONLY via BlackBoard
• Paragraphs: Double Spaced
• Bullet Points: Single Space
• 12 Point Font - Arial or Times New Roman Font ONLY
• 1” margin, header and footer
Title Page
• Title of Project
• Your Name (First, Last)
• Class (‘MKTG 305’ and day/time OR on-line class)
• Professor’s Name
• Current Date
Table of Contents
Headings/Sections Requirements:
** You may click the headings for more information about each section **
I. Executive Summary
II. Your Personal Mission/Vision Statement
III. Introduction / Overview of Project
IV. Situation Analysis (Summary Snapshot)
• Overview/Section Introduction
• Climate
o Political
o Economic
o Social
o Technology
• S.W.O.T. Analysis
o Overview of your S.W.O.T.
Strengths & Weaknesses (Internal)
Opportunities & Threats (External)
• Target Market (The industry/career field that you have chosen to seek out)
o Overview/Section Introduction
• Company Analysis (YOU)
• Overview/Section Introduction
• Core Competencies
• Competitive Advantage(s)
• S.M.A.R.T. Goals & Objectives
• Competitor Analysis (People in the same market as YOU)
• Overview/Section Introduction
• Specific Opportunities & Threats
• Client Analysis (Companies that will hire YOU)
• Overview/Section Introduction
• Specific Opportunities & Threats
• Detailed version of Target Market (see above)
• Collaborators (Influencers and/or Mentors)
• Overview/Section Introduction
http://www.businessdi ...
Personnel Selection EffectivenessIn the Standards for Educationa.docxmattjtoni51554
Personnel Selection Effectiveness
In the Standards for Educational and Psychological Testing, the American Educational Research Association (1999) denotes five forms of evidence for use in evaluating a selection procedure for a specific application: (a) relationships between predictor scores and other variables (e.g., test–criterion relationships), (b) content, (c) internal test structure, (d) response processes, and (e) testing consequences. Industrial/Organizational (I/O) practitioners need to be mindful of these considerations in test development and in choosing standardized tests for employee selection.
Effective personnel selection processes entail systematically implementing assessments to evaluate job-related knowledge, skills, and abilities (KSAs), and personality traits (Arabian, 2008). Establishing job requirements provides a firm foundation for selection, and it facilitates identifying appropriate assessments to cover all dimensions of a given job and the results of performing that job (outcomes). Consequently, an effective selection process should include a variety of assessments measuring different aspects of a candidate with the ultimate goal of providing as full and accurate an assessment of as many job dimensions as possible (Arabian, 2008). Consider the assessments that you encountered before you were hired at a recent job. Do you believe they were effective in capturing the multiple dimensions of that job? If outcomes were included, do you think they were necessary?
Post an explanation of what process should be used to determine the effectiveness of personnel selection effectiveness. Then, provide your position on whether multiple outcomes should be used in personnel selection. Provide concrete examples and citations from the Learning Resources and current literature to support your post.
Example:
According to the American Educational Research Association’s (2014) Standards for Educational and Psychological Testing, the validation of employment testing begins with job analysis. It is necessary to identify the job behaviors and outcomes specified for the job employees are being selected for. This job analysis provides the empirical evidence necessary to link employment testing with job performance. There are two basic types of job analysis- deductive and inductive. Deductive job analysis utilizes extant knowledge of specific job that are available for use. Inductive job analysis develops new data about the specific job of interest (Whetzel & Wheaton, 2016).
The goal of selection testing is to draw inferences that test performance will predict job performance. This relationship can be established by identifying the link between predictors and performance and behavioral measures. A predictor construct domain is established by determining the knowledge, skills, abilities (KSAs), and traits that are included with certain constructs (e.g., reading comprehension). Criterion constructs are job behaviors or outcomes su.
Supplemental Information for Week 6 Job Analysis and Design Depu.docxpicklesvalery
Supplemental Information for Week 6 Job Analysis and Design
Deputy VP, HR - Job Announcement
The Deputy VP of HR is responsible for participating in the development of the Company and Human Resources objectives, philosophy, and strategic planning in relation to programs and trends in Human Resources management. Administers Human Resources policies and procedures as they pertain to all employees within the company. Provides direction to Human Resources administrative staff in regard to Human Resources policies, EEO, wage and salary management, benefits, and training. Provides leadership and direction for diverse and complex functions. Contributes to the development of the organization's business strategy. Interprets business strategy and develops organizational objectives to align with this strategy. Typically manages multiple teams of professionals.
Requirements
- Oversees the development, implementation, and coordination of policies and procedures for the Human Resources department to establish and maintain an effective department through managing, advising, and motivating department employees.
- Counsels management and employees on disciplinary actions and performance problems.
- Oversees government, legal, and regulatory requirements and/or complaints in various areas.
- Partners with business leaders to achieve organization and business alignment.
- Partners with senior management to develop strategic HR goals, policies, and programs that align with business initiatives.
- Leads department personnel, including direct supervision, hiring, training, and performance management.
- Consistent exercise of independent judgment and discretion in matters of significance.
- Develops Human Resources strategies for business groups that includes workforce planning, pay-for-performance, talent management, talent acquisition, and succession.
- Generally requires 12+ years related experience supporting all levels of employees-with heavy concentration on front-line/field employees highly preferred.
- Strong ER & employee engagement experience highly preferred.
Mr. Williams's current Senior HR Specialist Job Duties
Duites
· Serve as a link between management and employees by handling questions, interpreting and administering contracts and helping resolve work-related problems.
· Analyze and modify compensation and benefits policies to establish competitive programs and ensure compliance with legal requirements.
· Advise managers on organizational policy matters such as equal employment opportunity and sexual harassment, and recommend needed changes.
· Perform difficult staffing duties, including dealing with understaffing, refereeing disputes, firing employees, and administering disciplinary procedures.
· Plan and conduct new employee orientation to foster positive attitude toward organizational objectives.
· Identify staff vacancies and recruit, interview and select applicants.
· Plan, direct, supervise, and coordinate work activities of subordinates an ...
Resources Assigned readings, ERRs, the Internet,and other resources.docxkarlhennesey
Resources: Assigned readings, ERRs, the Internet,and other resources
Write
a no more than 3 page paper, in which you identify a total compensation plan for an organization focused on internal equity, and a total compensation plan for an organization focused on external equity.
Identify
advantages and disadvantages of internal and external equity for the organizations.
Explain
how each plan supports that organization's total compensation objective and the relationship of the organization's financial situation to its plan.
Draw conclusions based upon Electronic Reserve Readings in eCampus
, Martocchio (2009) and/or Milkovich and Newman (2008),
personal experience, and data collected from organizations.
Integrate Week 2 readings
,
Martocchio (2009) and/or Milkovich and Newman (2008),
throughout paper.
Direct quotations should be avoided.
Research should be summarized and synthesized using your own words
; be certain to cite sources of knowledge.
Format
your paper consistent with
APA 6
th
Edition
guidelines.
.
Resource Review Documenting the Face of America Roy Stryker and.docxkarlhennesey
Resource:
Review "Documenting the Face of America: Roy Stryker and the FSA/OWI Photographers," and Ch. 5 of
Oxford History of Art: Twentieth-Century American Art
.
Write
a 200- to 350-word summary responding to the following:
How was photography used as an instrument for social reform? What photograph do you think makes the most powerful social commentary? Why?
Submit
your assignment in a Microsoft
®
Word document using the Assignment Files tab above.
.
Resource Review Thelma Golden--How Art Gives Shape to Cultural C.docxkarlhennesey
Resource:
Review "Thelma Golden--How Art Gives Shape to Cultural Change," Ch. 9 and 11 of
Oxford History of Art: Twentieth-Century American Art
, and the Week Five Electronic Reserve Readings.
Write
a 200- to 350-word summary responding to the following:
How has art, in the context of the social justice movements of the twentieth century, challenged, and shaped American society?
Submit
in a Microsoft
®
Word document using the Assignment Files tab above
.
Resource Review Representational Cityscape, and Ch. 3 of Oxfo.docxkarlhennesey
Resource:
Review "Representational Cityscape," and Ch. 3 of
Oxford History of Art: Twentieth-Century American Art
Write
a 200- to 350-word summary responding to and discussing the following:
The work of Joseph Stella and other early American modernists, such as Marsden Hartley, Max Weber, and Georgia O'Keeffe and how they differed greatly in subject and style to the work of the Ashcan School, and include the following:
Where did this abstract style originate? Describe at least one art work in your summary.
Choose one art form or cultural development that originated elsewhere but which is currently a part of American culture.
Describe how this art form has directly affected you.
Submit
your assignment in a Microsoft
®
Word document using the Assignment Files tab above.
.
Resource Part 2 of Terrorism TodayYou work on a national se.docxkarlhennesey
Resource
: Part 2 of
Terrorism Today
You work on a national security team of intelligence analysts and you have been asked to give a threat analysis presentation to intelligence agents who are assigned to work in various regions around the world. Your small team is assigned to present on one region specifically.
Select
one of the following eleven regions:
The Persian Gulf
Create
a 2 slide Microsoft® PowerPoint® presentation with
detailed speaker notes
. Use complete sentences, with correct grammar and punctuation, to fully explain each slide as if you were giving an in-person presentation.
Address
the following in your presentation:
Explain the purpose of counterterrorism analysis
Format
your presentation following APA guidelines.
.
Resources Appendix A, The Home Depot, Inc. Annual Report in Fun.docxkarlhennesey
Resources:
Appendix A, The Home Depot, Inc. Annual Report in
Fundamentals of Financial Accounting
Write
a 1,050- word paper in which you address the following:
Does management’s assessment of the financial condition agree with your assessment from the Financial Statements Paper Part I? Explain your response. Support your answer using trend analysis, vertical analysis, or ratio analysis.
In the Annual Report, there are several concerns from management. Discuss these concerns, and identify other weaknesses not discussed by management. Then, recommend a course of action addressing these concerns.
Format
your paper consistent with APA guidelines
.
Resources Annotated Bibliography document. Research five websites t.docxkarlhennesey
Resources: Annotated Bibliography document. Research five websites that contain mathematical activities, manipulatives, and lesson plans for different math concepts such as: fractions, decimals, or percentages. Prepare an annotated bibliography that includes the five selected websites. Include a brief explanation of why each site is a valuable resource and how each might be used in the classroom.
.
Resources American History, Primary Source Investigator;Cente.docxkarlhennesey
Resources: American History, Primary Source Investigator;
Center for Writing Excellence (CWE) Microsoft® PowerPoint® tutorial
Create a Microsoft® PowerPoint® or another multimedia tool presentation of at least 8 slides on the presidencies of Kennedy and Johnson.
Include the following:
•A title slide
•An introduction slide ◦At least 2 slides on Kennedy's domestic and international policies
◦At least 2 slides on Johnson's domestic and international policies
◦A conclusion slide
◦A reference slide
Include detailed speaker's notes.
Incorporate maps, images, and video from the Primary Source Investigator and from outside sources.
Create a visual template to use on each slide throughout the presentation. Use color.
Format your presentation consistent with APA guidelines
.
Resource University of Phoenix Material Data SetDownload the.docxkarlhennesey
Resource:
University of Phoenix Material: Data Set
Download
the data set.
Review
the age and gender data in the data set.
Display
gender information in a chart and plot age data in a box plot.
Calculate
the appropriate measure of central tendency and variability for the age and gender. What conclusion can you draw from the data?
.
Resource Ch. 6 & 7 of Financial AccountingComplete Brief Ex.docxkarlhennesey
Resource:
Ch. 6 & 7 of
Financial Accounting
Complete
Brief Exercises BE6-2, BE6-3, BE6-4, BE7-3, BE7-8 & BE7-9.
Complete
Exercise E7-8.
Submit
as either a Microsoft
®
Excel
®
or a Microsoft
®
Word document.
*Due on 06/10/2015
.
Resource Films on DemandCrime and Punishment”Experiment Res.docxkarlhennesey
Resource:
Films on Demand
“Crime and Punishment”
“Experiment Research and Design”
“Selecting a Sample”
Resource: Types of Crime video in CJ Criminology
“Introduction to Crimes Kiosk”
Resource:
Criminology in the 21st Century
How Crimes are Measured
Utilize
FBI Uniform Crime Report data and select one offense, such as burglary, in two metropolitan areas.
Choose
metropolitan areas with different data.
Write
a 700- to 1,050-word paper comparing the occurrence of the offense in the selected areas. Identify the number of occurrences reported to the police for each area, and address the following questions:
Which area had more reported incidents?
What were the rates of the crime for each area?
Did the rates change over time in either area?
What factors might explain the differences in the rates?
Include
at least two peer reviewed references. I have attached the references that need to be used.
Format
your paper consistent with APA guidelines
.
Resource Managing Environmental Issues Simulation(or research a.docxkarlhennesey
Resource:
Managing Environmental Issues Simulation
(or research an instance where a city council may need to consider all angles for a local community and its surrounding natural environment.)
Write
a 1,050- to 1,400-word proposal to a local city council in which you propose deciding how to use money to best serve the environment within a community.
Address
the following:
Take the role of one of these stakeholders listed in the simulation
You have investments that total $250,000.
Decide how you would spend this money to improve the status of the environment in this community.
Explain how environmental justice plays a part in your proposal.
Explain to the council why they should choose your proposal.
.
Resource Ch. 9 of Introduction to Business Create a 5-to-7 slide .docxkarlhennesey
Resource: Ch. 9 of Introduction to Business
Create a 5-to-7 slide Microsoft PowerPoint presentation to teach your fellow students about the following IT applications:
Transaction processing systems
Knowledge management systems
Expert system and artificial intelligence
Enterprise resource planning systems
E-commerce systems
Include detailed speaker notes and examples.
Use images as well.
.
Resource Ch. 9 of Introduction to Business Complete the table in .docxkarlhennesey
Resource: Ch. 9 of Introduction to Business
Complete the table in Appendix E by describing the uses of following hardware and software components:
Legacy systems
Mainframe computers
Microprocessors
PCs
Network computers
World Wide Web and the Internet
Wired and wireless broadband technology
PC software
Networking software
Computer security software
.
Resource Ch. 3 of ManagementIdentify a time in your life wh.docxkarlhennesey
Resource:
Ch. 3 of
Management
Identify
a time in your life when you had to make a personal or professional decision, such as buying a home, changing jobs, enrolling in school, or relocating to another state or region.
Write
a 200- to 350-word description in which you discuss your decision-making process. Support your ideas with academic research. Include the following:
Describe each step of your process.
How similar was your decision-making process to the one described in the text?
How might your decision be different if you had used the same steps included in the text?
Format
your paper consistent with APA guidelines.
Click
the Assignment Files tab to submit your assignment.
.
Resource Significant Health Care Event Paper Grading Criteria.docxkarlhennesey
Resource:
Significant Health Care Event Paper Grading Criteria
Select
,from your Week One readings, a significant event or aspect that has changed or affected health care today. Examples include, but are not limited to, managed care, capitation, the multiple-payer system, excessive litigation, and so forth.
Write
a 700- to 1,050-word paper and discuss the following:
How does this significant event relate to the changes on health care?
In your opinion, has this event impacted the historical evolution of health care? If so, how? If not, could it?
Do you personally agree with the event’s significance, based on your beliefs and values? How so?
Format
your paper consistent with APA guidelines
.
Resource Ch. 3 of Financial AccountingComplete Exercises E3.docxkarlhennesey
Resource:
Ch. 3 of
Financial Accounting
Complete
Exercises E3-9 & E3-13.
Submit
as either a Microsoft
®
Excel
®
or Microsoft
®
Word document.
Click
the Assignment Files tab to submit your assignment.
A
Template
is provided for this weeks' assignment; please see materials.
****Due today before 8 pm central time
.
Resource University of Phoenix Material Appendix AIdentify.docxkarlhennesey
Resource:
University of Phoenix Material: Appendix A
Identify
a critical asset in your city or state that may be vulnerable to domestic terrorism.
Use
University of Phoenix Material: Appendix A to identify five threats against your critical asset. Consider both terrorist and non-terrorist threats and include at least one weapon of mass destruction.
Calculate
the risk for each threat and identify existing countermeasures.
Write
a 1,400- to 2,100-word proposal that assesses the current vulnerability of the critical asset. Consider the threats identified, the calculated risk, and existing countermeasures. Determine if the vulnerability is reasonable and offer additional countermeasures to mitigate the risk of attack.
Use
at least two sources for support.
Format
your paper consistent with APA guidelines, and include the University of Phoenix Material: Appendix A as an appendix.
University of Phoenix Material
Appendix A
Security Assessment
THREAT
Examples
RISK
COUNTERMEASURE
Probability
Criticality
Total
Bomb
3/10
8/10
11/20
Bomb dogs
Sniper attack
4/10
6/10
10/20
Spot scopes and increase officer presence
Biological weapon
1/10
9/10
10/20
Contamination equipment
Cyber virus
8/10
3/10
11/20
Enhanced virus protection and biometric access
.
Resource The Threat of Bioterrorism VideoWrite a 700 to 850-w.docxkarlhennesey
Resource:
The Threat of Bioterrorism Video
Write
a 700 to 850-word paper discussing the goals of biological terrorism and how the potential threat of terrorist activity effects the public’s perception of risk.
Include
the following information in your paper:
Provide at least two examples of potential and past biological threats.
Describe how the potential threat of bioterrorism affects society
Discuss ways to mitigate the public’s perception of risk of biological threats.
Format
your paper consistent with APA guidelines.
.
Resource Ch. 14 of Introduction to Psychology Create an 8 to 12 s.docxkarlhennesey
Resource: Ch. 14 of Introduction to Psychology
Create an 8 to 12 slide Microsoft PowerPoint presentation with speaker notes.
Summarize how psychological disorders are classified. Include the role of the DSM IV TR. Your presentation must have at least one slide for each major class of psychological disorders listed below. Describe the major characteristics of each class of disorder, and identify at least three disorders that fall under each category.
Anxiety disorders
Dissociative disorders
Somatoform disorders
Mood disorders
Schizophrenia
Personality disorders
Substance abuse disorders
.
Power-sharing Class 10 is a vital aspect of democratic governance. It refers to the distribution of power among different organs of government, levels of government, and social groups. This ensures that no single entity can control all aspects of governance, promoting stability and unity in a diverse society.
For more information, visit-www.vavaclasses.com
2024.06.01 Introducing a competency framework for languag learning materials ...Sandy Millin
http://sandymillin.wordpress.com/iateflwebinar2024
Published classroom materials form the basis of syllabuses, drive teacher professional development, and have a potentially huge influence on learners, teachers and education systems. All teachers also create their own materials, whether a few sentences on a blackboard, a highly-structured fully-realised online course, or anything in between. Despite this, the knowledge and skills needed to create effective language learning materials are rarely part of teacher training, and are mostly learnt by trial and error.
Knowledge and skills frameworks, generally called competency frameworks, for ELT teachers, trainers and managers have existed for a few years now. However, until I created one for my MA dissertation, there wasn’t one drawing together what we need to know and do to be able to effectively produce language learning materials.
This webinar will introduce you to my framework, highlighting the key competencies I identified from my research. It will also show how anybody involved in language teaching (any language, not just English!), teacher training, managing schools or developing language learning materials can benefit from using the framework.
Instructions for Submissions thorugh G- Classroom.pptxJheel Barad
This presentation provides a briefing on how to upload submissions and documents in Google Classroom. It was prepared as part of an orientation for new Sainik School in-service teacher trainees. As a training officer, my goal is to ensure that you are comfortable and proficient with this essential tool for managing assignments and fostering student engagement.
Extraction Of Natural Dye From Beetroot (Beta Vulgaris) And Preparation Of He...SachinKumar945617
If you want to make , ppt, dissertation/research, project or any document edit service
DM me on what's app 8434381558
E-mail sachingone220@gmail.com
I will take charge depend upon how much pages u want
Basic Civil Engineering Notes of Chapter-6, Topic- Ecosystem, Biodiversity Green house effect & Hydrological cycle
Types of Ecosystem
(1) Natural Ecosystem
(2) Artificial Ecosystem
component of ecosystem
Biotic Components
Abiotic Components
Producers
Consumers
Decomposers
Functions of Ecosystem
Types of Biodiversity
Genetic Biodiversity
Species Biodiversity
Ecological Biodiversity
Importance of Biodiversity
Hydrological Cycle
Green House Effect
Embracing GenAI - A Strategic ImperativePeter Windle
Artificial Intelligence (AI) technologies such as Generative AI, Image Generators and Large Language Models have had a dramatic impact on teaching, learning and assessment over the past 18 months. The most immediate threat AI posed was to Academic Integrity with Higher Education Institutes (HEIs) focusing their efforts on combating the use of GenAI in assessment. Guidelines were developed for staff and students, policies put in place too. Innovative educators have forged paths in the use of Generative AI for teaching, learning and assessments leading to pockets of transformation springing up across HEIs, often with little or no top-down guidance, support or direction.
This Gasta posits a strategic approach to integrating AI into HEIs to prepare staff, students and the curriculum for an evolving world and workplace. We will highlight the advantages of working with these technologies beyond the realm of teaching, learning and assessment by considering prompt engineering skills, industry impact, curriculum changes, and the need for staff upskilling. In contrast, not engaging strategically with Generative AI poses risks, including falling behind peers, missed opportunities and failing to ensure our graduates remain employable. The rapid evolution of AI technologies necessitates a proactive and strategic approach if we are to remain relevant.
MARUTI SUZUKI- A Successful Joint Venture in India.pptx
Page 1 of 3 Comprehensive Career Assessment Paper .docx
1. Page 1 of 3
Comprehensive Career Assessment Paper
General Instructions
Create an assessment battery for a hypothetical client seeking
career counseling and guidance.
rationale for your choice of
each assessment.
assessments (i.e. clinical
interview, card sort etc.)
ould be thoroughly discussed in
terms of the
appropriateness of use with your client and should include
statistical data to support your
decision such as the population on which the assessment was
normed, the validity and
reliability of using the assessment with your client, and any
limitations the assessment
would have if used with diverse and special populations.
as O*NET and CAGS as
well as the Dictionary of Occupational Titles to describe the
2. mental, physical, and
vocational preparation for work.
should include additional
resources and references other than the text book. You may use
yourself as the
hypothetical client.
The Following are headings to be incorporated in your paper:
-Directed Search
imitation or strengths
information you would gain
during the initial interview with the client)
You will need to
3. go to either the Bureau of
Labor statistics and/or ONET to get the job requirements,
physical and mental demands,
the numbers of these jobs in the national economy, and how this
will affect your client in
the geographical area in which they live.
previous section, how will the
client acquire those skills
Submit your paper to the Turnitin link below. The paper must be
submitted in Microsoft Word;
Times New Roman font; 12 pt. font size; margins 1” on all
sides; double-spaced. The
assignment should be written on a graduate level and references
used should be cited within
the discussion and documented in a reference list using APA
styling.
Page 2 of 3
Post your paper, as a single document, to the grade book
through Turnitin.com. An originality
score greater than 25% will result in a severe penalty.
Scoring Guidelines
Points available: 200
4. Component Unacceptable Revisions Required Target
Assessment Battery
for a client seeking
career counseling and
guidance. Include the
types of assessments
and rationale for your
choice (CACREP F.4.e,
F.4.h, F. 4.i, F.7.i)
Assessment battery
does not provide a
proper balanced of
quantitative and
qualitative data; too
few assessments are
utilized; rationale one
or more assessment is
missing (0 points)
Assessment battery
includes at least 3
quantitative
assessments and 2
qualitative
assessments; rationale
for each is provided
5. but not well supported
(15 points)
Assessment battery
includes at least 3
quantitative
assessments and 2
qualitative
assessments; strong
rationale for each is
provided and well
supported (30 points)
Assessments
Well-developed
descriptions include
information on
appropriateness for
client, validity and
reliability data, and
possible limitations
(CACREP F.4.e, F.4.h,
6. F. 4.i, F.7.i)
Description is missing
or unclear, and key
ideas are not well
supported (0 points)
Description is
provided, but
explanations of key
ideas are vague or
incomplete, or not well
supported (20 points)
Description provided is
comprehensive and
complete; key ideas
are clearly stated,
explained, and well
supported (40 points)
Source Use
7. Descriptions of how to
use O*NET, CAGS as
well as the Dictionary of
Occupational Titles
(CACREP F.4.e, F.4.h,
F. 4.i, F.7.i)
Description is missing
or unclear, and key
ideas are not well
supported (0 points)
Description is
provided, but
explanations of key
ideas are vague or
incomplete, or not well
supported (15 points)
Description provided is
comprehensive and
8. complete; key ideas
are clearly stated,
explained, and well
supported (30 points)
Page 3 of 3
Component Unacceptable Revisions Required Target
Summary
Includes jobs that would
meet the client’s
abilities, talents, and
skills. (CACREP F.4.e,
F.4.h, F. 4.i, F.7.i)
Summary is missing or
describes client
options that are
9. inappropriate (0 points)
Summary includes
relevant information
that describes client
options (20 points)
Excellent summary
of relevant
information that
clearly describes
client options;
includes a personal
development plan
(40 points)
Is correct sentence
structure utilized?
Contains multiple and
serious errors of
sentence structure: i.e.
fragments, run-ons;
10. unable to write simple
sentences (0 points)
Formulaic sentence
patterns or overuse of
simple sentences;
errors in sentence
structure (10 points)
Effective and varied
sentences; errors (if
present) due to lack of
careful proofreading
(20 points)
Are proper mechanics
utilized?
Numerous errors in
spelling and
capitalization; intrusive
11. and/or inaccurate
punctuation;
communication is
hindered (0 points)
Contains several
punctuation, spelling,
and/or capitalization
errors (up to 6); errors
may or may not
interfere with meaning
(10 points)
Virtually free of
punctuation, spelling,
capitalization errors
(no more than 3);
errors do not interfere
with meaning (20
points)
12. Is APA format
followed?
Contains many and/or
serious APA format
errors (0 points)
Contains several minor
APA format errors (up
to 3) (10 points)
Both in-text citations
and reference list are
free from errors (20
points)
1
Running head: CAREER ASSESSMENT PAPER
9
CAREER ASSESSMENT PAPER
13. CAREER DEVELOPMENT PAPER
Your Name
College
Date
Author Note
( I do not count off for this, but want you to understand how to
create a title page correctly)
Abstract
The purpose of this evaluation is to determine if Ms. Smith has
the physical ability to do even sedentary work on a full-time
and continuing basis. The process used in this evaluation are
clinical interview with the client, a review of medical and
pharmacy records, a study of vocational history and education,
and a professional impression of the likelihood that a person
with the physical limitations of the client can sustain gainful
employment without work place accommodations and/or further
education and training. Additionally, this evaluation will
provide recommendations to the client regarding physical and
mental wellness and referrals to medical, psychological, and
vocational training providers.
Introduction
The client, Sue Smith requested a vocational evaluation to
determine if there is any work that she would be able to do on a
full-time and continuing basis. Currently, she is not working
and has not worked at all since January 31, 2013 when she
resigned her position of Store Manager for T-Mart, Inc. She
states the reason she left her job is due to the severe pain that
prevents her for fulfilling her work duties and responsibilities
as they need to be. Ms. Smith reports that she has been unable
14. to perform her job since her total right hip replacement March
19, 2012. She did return to work after a short medical leave and
although her pay reflects substantial gainful activity, her work
week was extending because she could not fulfill the standing
requirements of the job and therefore could not sustain an eight-
hour day. Her job as a manager allowed her the flexibility to
schedule herself to come in additional days so that she could
meet the essential functions of the job. She continued this
process until August of 2012 when she began having difficulty
with edema and pain in her left knee. Since August, she has not
been able to complete a typical 40-hour work week and her
salary was paid because of accrued medical and personal leave
she could use to supplement her hours. Dr. Parker and White’s
records support that Ms. Smith has significant lower extremity
limitation and Dr. White has told her she will need to have a
total left knee replacement
Background and Vocational History
Sue Smith is currently a 53 year-old, white female who is 5’10”
tall and weighs approximately 230 pounds. She resides with her
husband David Smith at the 189 Lucky Lane, Nettleton, MS.
38823. They have legal custody of their 11-year-old grandson
Austin, who also resides at this address. Mr. and Ms. Smith
have two adult children who do not live in the home. This is a
one story, 3-bedroom ranch style home with no steps and the
bathroom is equipped with handrails for both the shower and the
toilet. Ms. Smith has a high school equivalent education and no
other vocational training.
Ms. Smith began work at age 15 and remained employed until
January 31, 2013 when her condition became so severe she
could no longer continue in her job. Vocational history for the
past fifteen years includes the following:
1995-1998 Retail Cashier and Stocker T-Mart Inc.
Tupelo, MS
In this job, Ms. Smith operated a cash register, stocked
merchandise, and maintained the store and store grounds. The
15. physical demands of this job required Ms. Smith to stand during
her eight-hour shift, left and carry items weighing 20 pounds on
a frequent basis and 50 pounds on an occasional basis as well as
exerting weights more than 50 pounds on more than an
occasional basis. The postural requirements for this job
included the ability to frequently balance, stoop, kneel, twist,
squat, and bend, and occasionally climb and crawl.
Additionally, this job required frequent handling, fingering,
feeling, and reaching with occasional overhead work with both
arms. The mental demands of this job is semi-skilled work, in a
high-stress and high pace environment, with frequent contact
with the public. In review of the Dictionary of Occupational
Titles classifies this work as Variety Store Stock clerk DOT#
299-367-014 it is listed at the heavy exertion level with a skill
level of 4 making this semi-skilled work
(https://occupationalinfo.org, 1994)
Jan. 1999- Sept. 1999 Sewing Machine Operator People
Loungers Nettleton, MS
In this job, Ms. Smith operated a sewing machine in a furniture
plant. Her duties in this job are consistent with the job
described in the Dictionary of Occupational Titles. She had to
operate a sewing machine to join cut fabric parts to fabricate
upholstery coverings for household furniture. The DOT # 780-
682-018 classifies this work at the light exertion level with a
semi-skill level of 4. https://occupationalinfo.org, 1994).
Oct. 1999-2001 Kitchen Supervisor Avonlee
Tupelo, MS
The work Ms. Smith performed in this position is consistent
with the description in the DOT which identifies the duties and
responsibilities as supervises and coordinates activities of food
preparation, kitchen, pantry, and storeroom personnel and
purchases or requisitions foodstuffs and kitchen supplies; Plans
or participates in planning menus, preparing and apportioning
foods, and utilizing food surpluses and leftovers; ensures
cleanliness of kitchen and equipment; and tastes, smells, and
observes food to ensure conformance with recipes and
16. appearance standards; supervises workers engaged in inventory,
storage, and distribution of foodstuffs and supplies. The DOT #
for this job is 319-137-030 and is classified at the medium
exertion level with a 7 skill level (https://occupationalinfo.org,
1994)
2002-2005 Cashier/Cook Brewer Groc.
Shannon, MS
Both of these jobs required the same type of work that Ms.
Smith performed in her work as stock clerk. She was expected
to operate a cash register, stocked merchandise, and maintained
the store and store grounds. In addition, she was required to
cook fast food and menu items. The physical demands of these
jobs are more consistent with the duties and responsibilities of a
variety stock clerk and cook. The variety stock clerk is
identified above and the job of cook is classified with the DOT#
313-374-010 and medium exertion level with a skill level or 5
(https://occupationalinfo.org, 1994)
2005-2013 Store Manager T-Mart Inc.
Amory, MS
The Dictionary of Occupational titles does not have a
designation for someone who manages a Variety Store. In
reviewing the DOT and conducting a number of site visits over
the past 20 years with regard to this type of work, it appears
that a composite of 2 jobs would more accurately describe this
work. The DOT classifies the job title of Store Manager (retail
trade) with the DOT # 185-167-046 have a light exertion level
and a 7 skill level. This job did require that Ms. Smith manage
a retail store engaged in selling specific line of merchandise and
she did plan and prepare work schedules and assigns employees
to specific duties. However, that is where the description or
duties ends. Ms. Smith’s work is more accurately reflected by
job title of Department Manager associated with DOT # 299-
137-010 which also has a skill level of 7. The duties that Ms.
Smith performed are consistent with this job description in that
17. she had to supervise and coordinate activities of workers in
department store; Interview job applicants and evaluate worker
performance to recommend personnel actions such as hiring,
retention, promotion, transfer or dismissal of workers. Assign
duties to workers and schedule break periods, work hours, and
vacations. Train workers in store policies, department
procedures, and job duties; Order merchandise, supplies, and
equipment. Record delivery of merchandise, compare record
with merchandise ordered, and reports discrepancies to control
costs and maintain correct inventory levels. Inspect
merchandise to ensure it is correctly priced and displayed.
Recommend additions to or deletions of merchandise to be sold
in department. Prepare sales and inventory reports. Listen to
customer complaints, examines returned merchandise, and
resolves problems to restore and promote good public relations.
In addition, Ms. Smith had to perform the duties of cook for the
store and maintain the store and its grounds.
Assessments Administered
Strong Campbell Interest Inventory
The Strong Interest Inventory® assessment is one of the
world’s most widely respected and frequently used career
planning tools. It has helped both academic and business
organizations develop the brightest talent and has guided
thousands of individuals—from high school and college
students to midcareer workers seeking a change—in their search
for a rich and fulfilling career.(
https://www.psychometrics.com/wp-ontent/uploads/2015/04).
The results for Ms. Smith on this measure include the
following:
Realistic
· Likes to work with animals, tools, or machines; generally
avoids social activities like teaching, healing, and informing
others;
· Has good skills in working with tools, mechanical or electrical
18. drawings, machines, or plants and animals;
· Values practical things you can see, touch, and use like plants
and animals, tools, equipment, or machines; and
· Sees self as practical, mechanical, and realistic.
Social
· Likes to do things to help people -- like, teaching, nursing, or
giving first aid, providing information; generally, avoids using
machines, tools, or animals to achieve a goal; However, in Ms.
Smith cases, she reports in the clinical interview that she does
enjoy using these things.
· Is good at teaching, counseling, nursing, or giving
information;
· Values helping people and solving social problems; and
· Sees self as helpful, friendly, and trustworthy.
Conventional
· Likes to work with numbers, records, or machines in a set,
orderly way; generally avoids ambiguous, unstructured
activities
· Is good at working with written records and numbers in a
systematic, orderly way;
· Values success in business; and
· Sees self as orderly, and good at following a set plan.
(Holland, 1997)
The Myers-Briggs Type Indicator (MBTI)
The MBTI and Myers-Briggs concepts of Personality Type can
help individuals recognize how they interact with their inner
and outer world, how they relate to others, how they make
decisions, and how they organize their thoughts. Research has
shown that many of the different Personality Types tend to have
distinct preferences in their choice of careers. We have
incorporated observations of each type's character traits which
affect career choice along with some suggestions for possible
directions. We have also included lists of actual careers which
the various types have chosen in their lives. (
http://www.personalitypage.com/careers.html)
19. Understanding your Personality Type can assist your career
development in a number of ways. It can help you select a
career field that is a good fit for your personality make-up. It
can increase your awareness of your learning style so you can
better benefit from career related education. Understanding your
personality preferences can help you better manage Job
challenges that inevitably rise their ugly heads during the
course of our career. Knowing your Personality Type, and
especially knowing the kind of detailed information a Step II
MBTI report can provide, will aid you in a job search, both in
marketing yourself and in evaluating opportunities that arise. (
http://www.personalitypathways.com/article/career-plan.html).
The results for Ms. Smith show that she is an ESFJ. This
indicates the following characteristics regarding her personality.
Characteristics of this type include the following:
· Organized
· Loyal
· Can be depended on to follow things through to completion
· Enjoy creating order, structure and schedules
· Enjoy interacting with people
· Warm-hearted and sympathetic
· Tend to put others' needs above their own
· Very good at giving practical care
· Very cooperative, good team members
· Practical and down-to-earth
· Value peaceful living and security
· Enjoy variety, but work well with routine tasks
· Need approval from others
· Receive satisfaction from giving to others
Clinical Interview
Although Ms. Smith has other physical problems, her main
issues are with her lower extremity limitations and pain
management. Ms. Smith’s medical history is significant for
degenerative disc and joint disease, total right hip replacement,
and left knee malfunction which will require a total knee
20. replacement. Because of problems with both lower limbs, Ms.
Smith cannot stand and/or walk 6 hours out of an 8-hour work
day or equivalent schedule.
Furthermore, due to her right total hip replacement she cannot
perform even occasional postural demands of work such as
climbing, stooping, crouching, kneeling, crawling, bending,
squatting, or twisting. She must avoid concentrated exposure to
environmental elements such as gas, dust, fumes, strong odors,
and exposure to extreme heat and cold because of her COPD.
She has some limitations with her right hand which would limit
her ability to frequently handle, finger, and manipulate things.
Given these limitations, Ms. Smith would need to find sedentary
work that allowed for a sit/stand option where she could sit for
20 minutes, stand for 10-20 minutes and alternate sitting and
standing at her discretion. She would also need to be allowed to
recline at least 3 times a day for 20 minutes at a time to avoid
problems with left leg edema. In addition, she would need to
work at a job that did not require frequent use of her right,
dominate hand and work that did not require that she lift more
than 4 or 5 pounds on an occasional basis.
Ms. Smith’s past work is classified at the medium exertion level
and she worked long enough to acquire the specific vocational
preparation of a skill level of 7. Her past work as Store
Manager is classified in the DOT at the light exertion level.
However, that classification does not accurately reflect the past
work that Ms. Smith did and should not be considered as part of
her past work. The work she performed is more consistent with
that of a Department Manager which is classified at the medium
exertion level. Regardless, in determining transferability of
skills from her past work, Ms. Smith does not have skills that
would transfer readily and without additional vocational
preparation to sedentary work. In analyzing jobs in the local
labor market, there are no jobs available that Ms. Smith could
do given her limitations and lack of transferable skills. Also,
Ms. Smith’s pain has to be managed day by day. Her level of
pain is unpredictable depending of prior activity level and
21. weather conditions but she reports that she would miss time
away from work on average of at least one day a week.
Employers will tolerate absence from the work place no more
than 3 days out of a work month. However, in conducting job
site interviews with employers, they would be inclined to
terminate employment if a worker consistently missed 3 days of
work a month. In considering her physical limitations and pain,
Ms. Smith could not perform gainful employment on a
continuous and consistent basis for 5 days a week. In
summarizing Ms. Smith’s work history, predominately her work
for the past fifteen years has been done at the medium to heavy
exertion level with a 7 skill level.
Review of Medical Records (can use special circumstances)
Ms. Smith’s medical history is significant for the following
problems, GERD, COPD, Degenerative joint and disc disease,
edema of the right hand and both lower extremities and
moderate to severe pain in the right upper extremity, right hip
constantly and left hip more than occasionally, and constant
severe pain in the left knee. In 1999, Ms. Smith had an
arthroscopic procedure performed by Dr. Rice to repair her left
knee. Ms. Smith underwent esophageal repair in 2007 and total
right hip replacement in March of 2012.
Medical records from Dr. Parker provide evidence of Ms.
Smith’s ongoing medical conditions listing in a number of
records problems she has with chronic respiratory problems due
to her COPD and moderate to severe pain in her back, hips, and
knees. On May 11, 2010, x-rays of both hip shows significant
arthritis in bilateral hips with the right being worse than the
left. Also, in medical records dated May 13, 2011 she was
having problems with radiation down her right leg. At that
time, she had generalized myalgia and arthralgia (muscle and
22. joint pain) of her shoulders, hands, and knees. Dr. Parker
ordered blood work to rule out rheumatoid arthritis but
subsequent records list this condition under prior problems and
Ms. Smith has had at least one episode in the past year of gout
which required medication.
Medical records from Dr. White support the problems Ms.
Smith reports with regard to pain in her lower extremities.
Although the right total hip replacement was successful in
correcting the joint problem, Ms. Smith continues to experience
significant pain especially when the weather is cold or wet. She
manages her pain with prescription pain medication, ice, heat,
rest, and elevation. Dr. White’s records also support the need
for Ms. Smith to undergo total left knee.
Medical evidence supports Ms. Smith’s allegations of severe
pain. In addition to her degenerative joint disease, she has been
diagnosed with degenerative disc disease of the spine, osteo and
rheumatoid arthritis and has been treated for numerous upper
respiratory infections due to COPD. Dr. White’s records
indicate that her right hip is healing but Ms. Smith has an
abnormal gait and experience problems walking distances
longer than 100 feet.
Activities of Dailey Living
The interview took place on May 1, 2013. After a brief
introduction of my credentials, the session began. Ms. Smith
was cooperative and pleasant and stated she understood the
purpose of the interview. Her primary reason for seeking help
is to determine if she is eligible for disability benefits from
social security and if not what kind of work she would be able
to do given her physical limitations and pain. I explained that
in order to be eligible for social security disability benefits she
would have to prove disability under social security law and
that her disability is so severe that she could not do her past
work or any work in the local or national economy. To help
determine if there is work Ms. Smith could do, we discussed her
typical daily routine.
23. Ms. Smith states that she is able to take care of her personal
needs such as bathing, toileting and dressing but she requires
the use of hand bars, a shower bench occasionally, and to get
dress sitting down. She does the family shopping about once a
week but has to have assistance with getting groceries and other
items in and out of her vehicle. She also needs help in putting
items away that require she bend or stoop. She states that she
gets up early, around 5:30 or 6:00 am to get her grandson up
and ready for school. She starts her day in a lift chair that
reclines in order to keep the swelling from being so bad in her
knees and ankles, especially her left knee and ankle. She can
do light house work but has to take a break every 20 minutes to
sit down due to burning pain in her left knee and pain in her
right hip area. She can walk a total of about 300 feet a day but
not all at the same time. Her husband prepared a path for her so
that she could walk from her back porch to the edge of the yard.
The distance is approximately 30 feet and she does this several
times a day to help with soreness and stiffness in her legs and
feet. Ms. Smith states she does the minimum she has too in
order to manage her physical condition. Even with taking these
precautions, she still experiences nights when she cannot go to
sleep due to discomfort and pain. The lack of sleep affects her
ability to focus and concentrate the next day on even routine
tasks such as making a shopping lists or gathering ingredients
for a recipe. Lack of sleep in combination with her pain
medication affects her ability to concentrate and focus on what
she is doing for example watching a 30-minute television show
or reading a novel.
During this interview, Ms. Smith expressed her sense of loss
over her physical condition and sadness in not being able to do
what she once did. Ms. Smith states that the heaviest thing she
lifts is a 4-pound bag of sugar with an amount heavier than that
resulting in pain and difficulty in ambulating if she has to walk.
She reports that she does not climb anything except an
occasional step if she has to go somewhere that does not have a
ramp. She cannot climb a complete flight of steps without it
24. taking a long time. She has to put her “good” leg up and then
pull up her right leg so she avoids them if at all possible. Ms.
Smith states she cannot stoop, bend, squat, crawl, crouch or
twist without severe hip pain. Although, she has had problems
with swelling in her hands, as documented in the medical
records, she can occasionally handle and finger items without
difficulty. However, when her hands swell she has to use ice
and heat to help with the edema and pain. Ms. Smith states that
she has to avoid gases, fumes, chemicals, and extremes of heat
and cold in order to prevent problems with respiratory
infections and COPD symptoms. Ms. Smith manages her pain
with prescription pain medication, aspirin, ice and heating pad,
and elevation. She states that she is never pain free and that
some days are better than others depending on the weather and
the activities she has done the day before. She reports that she
spends approximately half her day, about 4 out of 8 hours in a
reclining position to avoid pain and swelling in her left knee as
well as pain in her right hip.
Summary and Recommendations
Ms. Smith is a 53-year-old female, approaching advanced age,
who has a long, successful work history. Her medical evidence
supports her significant physical limitation with regard to joint
and disc problems, past and recommended surgeries, COPD, and
pain. She cannot return to past work either as she performed it
or as it is generally performed in the local and national
economy. She does not have skills that will transfer readily or
without further vocational preparation to a sedentary position.
She would not be able to sustain work for 8 hours a day, 5 days
a week on a consistent and continuous basis.
However, Ms. Smith would be able to part-time in a job that
would allow her to sit and stand at will. The following are
suggestions as to the work Ms. Smith could do for no more than
20 hours a week. The following are suggestions for work that
Ms. Smith might be able to do on a part-time basis. The
Dictionary of Occupational Titles identifies the jobs in terms of
25. title, number, description, exertional level and specific
vocational preparation.
CODE: 209.562-010
TITLE(s): CLERK, GENERAL (clerical) alternate titles: office
clerk, routine
Performs any combination of following and similar clerical
duties requiring limited knowledge of systems or procedures:
Writes, types, or enters information into computer, using
keyboard, to prepare correspondence, bills, statements, receipts,
checks, or other documents, copying information from one
record to another. Proofreads records or forms. Counts, weighs,
or measures material. Sorts and files records. Receives money
from customers and deposits money in bank. Addresses
envelopes or packages by hand or with typewriter or
addressograph machine. Stuffs envelopes by hand or with
envelope stuffing machine. Answers telephone, conveys
messages, and runs errands. Stamps, sorts, and distributes mail.
Stamps or numbers forms by hand or machine. Photocopies
documents, using photocopier.
(http://www.occupationalinfo.org/).
According to the DOT, this work is classified at the light
exertional level indicating requirements that a person should be
able to stand and/or sit 6 hours out of an 8-hour day. However,
in Ms. Smith’s situation she would need to work no more than 4
hours a day and be allowed to sit and stand as will. In
conducting job site analysis on this work, there are industries
that will allow for this option. The specific vocational
preparation (SVP) is a 3 which indicates semi-skilled work and
would be consistent with her past occupational profile where
she had acquired and SVP of 7 which is skilled work.
According to the US Bureau of Labor Statistics, 2016, the
median pay for this job is $14.70 per hour with an annual
median income of $30,000. It requires a high school diploma,
does not require work experience since person would be trained
on the job. There are over 3,000,000 of these jobs in the
26. national economy and it is anticipated that there will be
approximately 95,000 openings each year in this job
classification. (https://www.bls.gov/ooh/office-and-
administrative-support/general-office-clerks.htm)
CODE: 237.367-038
TITLE(s): RECEPTIONIST (clerical) alternate titles: reception
clerk
The essential function of this job receives callers at
establishment, determines nature of business, and directs callers
to destination: Obtains caller's name and arranges for
appointment with person called upon. Directs caller to
destination and records name, time of call, nature of business,
and person called upon. May operate PBX telephone console to
receive incoming messages. May type memos, correspondence,
reports, and other documents.
(http://www.occupationalinfo.org/).
According to the DOT, this job is classified at the sedentary
level which requires that a person be able to sit 6 out of an 8-
hour day and stand and/or walk for 2 hours out of an 8-hour
day. Again, Ms. Smith will need to only work for 4 hours and
will need the option to sit and stand at will. In conducting site
visits for this job, observations indicate that this job will allow
Ms. Smith the sit/stand option. The SVP for this job is a 4
indicating this is a semi-skilled job consistent with Ms. Smith’s
past work.
According to the US Bureau of Labor Statistics, 2016, the
median pay for this job is $11.70 per hour with an annual
median income of $22,000. It requires a high school diploma,
does not require work experience since person would be trained
on the job. There are over 31000,000 of these jobs in the
national economy and it is anticipated that there will be
approximately 45,000 openings each year in this job
classification. (https://www.bls.gov/ooh/office-and-
administrative-support/general-office-clerks.htm).
27. CODE: 237.367-010
TITLE(s): APPOINTMENT CLERK (clerical) alternate titles:
reception clerk
Schedules appointments with employer or other employees
for clients or customers by mail, phone, or in person, and
records time and date of appointment in appointment book.
Indicates in appointment book when appointments have been
filled or cancelled. May telephone or write clients to remind
them of appointments. May receive payments for services, and
record them in ledger. (http://www.occupationalinfo.org/).
According to the DOT, this job is classified at the sedentary
level which requires that a person be able to sit 6 out of an 8-
hour day and stand and/or walk for 2 hours out of an 8-hour
day. Again, Ms. Smith will need to only work for 4 hours and
will need the option to sit and stand at will. In conducting site
visits for this job, observations indicate that this job will allow
Ms. Smith the sit/stand option. The SVP for this job is a 3
indicating this is a semi-skilled job consistent with Ms. Smith’s
past work.
I would encourage Ms. Smith to pursue her claim for Social
Security Disability benefits. I would suggest looking at the
listing of impairments and consider Ms. Smith meet 1.01
Musculoskeletal Impairments, specifically 1.02 which discusses
major dysfunction of joints. Ms. Smith’s medical
documentation supports problems with her right hip and left
knee which meets section A of this listing denoting the
involvement of one major peripheral weight-bearing joint. In
Ms. Smith’s case, both lower extremities are affected which
results in her not being able to ambulate effectively. If this
listing does not apply, then I would suggest that given Ms.
Smith’s age, education, and lack of transferable skills and that
she would be limited to sedentary work, she would be disabled
when applying the grid rule for social security benefits.
Likewise, Ms. Smith cannot sustain a normal work schedule on
28. a continuing and consistent basis which would prevent her from
performing work at any level.
It has been a pleasure working with Ms. Smith. I am
convinced that she is unable to do her past work or any work at
this time. Even with her left knee repaired, her condition is
degenerative and not expected to improve to the point where she
could return to substantial work. Even with additional training,
she could, at best, work on a part-time basis. Because working
is important to her, I would recommend that Ms. Smith contact
the Mississippi Department of Rehabilitation Services and
discuss the possibility of training for work that would be
available given her physical limitations. They could provide her
with training for sedentary work and would be able to advocate
on her behalf for workplace accommodations and modifications.
References:
Duane Brown (2016). Career information, career counseling,
and career development. (11th ed.). Pearson, Boston.
Figler, H., & Bolles, R. N. (2007). The Career Counselor’s
Handbook. (2nd ed.) Berkley:
Ten Speed Press.
www.myersbriggs.org/my-mbti-personality-type.
www.strongcampbell.org.
https://www.onetonline.org.
http://www.occupationalinfo.org.
https://www.bls.gov.