The document outlines a proposal to revamp the Afrigo Agency Corporation. The current state of the agency is poor, with corruption, unsafe working conditions, low productivity and high employee turnover. The proposal aims to improve the organizational structure, root out corruption, hire new employees, implement financial controls and investigate past embezzlement. The goal is to improve service delivery to African farmers to boost food production and alleviate poverty and hunger on the continent in line with the agency's mission. Key elements of the proposal include improving the workforce culture, recruitment, budgeting practices and future funding sources.

1. · Assignment 4: Assessment Project Presentation
My “No Child Left Behind” topic is now ready to present to the
Gary Indiana school district. Create a presentation using
PowerPoint to present your research to the task force. The
information within your presentation will assist the Task Force
in developing a district-wide professional development plan
geared toward improving the overall test scores of the schools
within the Gary Indiana School district.
Overall presentation style and structure
1. Present your findings in ten (10) slides using PowerPoint,
2. Include a title slide and references section (These two [2]
slides are not part of the ten (10) slide requirement).
3. Develop a creative, appealing presentation using your
PowerPoint slides for a professional audience, using two to
three (2-3) colors, two to three (2-3) fonts, and two to three (2-
3) other visuals.
4. Provide coherent, clear, organized, and substantive content
that can be easily understood by the audience.
5. Provide audio narration of the presentation slides as if you
were delivering the speech (Note: If you do not have access to a
microphone, then you should provide detailed speaker notes
with your presentation.)
6. Create a section of the presentation (first five [5] slides) in
which you:
1. You will include an overview. The overview should include,
at a minimum, background on your topic “No Child Left Behind
“and its relevance to K-12 assessment and the demographics of
the Gary Indiana school district.
2. Discuss the significant recommendations that you have made
regarding changes to the district’s current assessment goals.

2. 3. Provide three (3) methods by which the Task Force might use
in order to develop a district-wide professional development
plan geared toward improving the overall test scores of the Gary
Indiana School district.
7. Create a section of the presentation (last five [5] slides) in
which you:
1. Provide your personal reflection on new technologies such as
Online Test, Smart Boards, Haiku Learning and Twiddla on the
manner in which such technologies have changed your views on
how to approach assessment in the classroom?
2. Recommendation is that all school districts including Gary
Indiana School District should take advantage of technology to
improve the performance of the students. Also, assessment of
students can be enhanced by use of online tools and teachers
should also be trained in order to improve their effectiveness.
Provide your personal reflection on the manner in which you
would implement these recommendations made within Gary
School district. Provide specific examples of the changes you
would like to make.??
Directions for submitting your presentation:
. Submit your presentation to the area designated by your
professor.
. Review at least one (1) other classmate’s presentation and post
a response indicating what you learned by identifying two (2)
specific points that your classmate made in the presentation.??
Your assignment must follow these formatting requirements:
. Be typed, double spaced, using Times New Roman font (size
12), with one-inch margins on all sides; citations and references
must follow APA or school-specific format. Check with your
professor for any additional instructions.
Running head: AFRIGO AGENCY
1

3. AFRIGO AGENCY
9
Afrigo Agency
Introduction
Current State of the Agency
The current state of the AfriGro Agency Corporation is
deplorable to say the least. The agency is plagued with
corruption allegations and mistreatment of its workers. For the
past 10 years, the agency has been unable to provide a stable
and safe working environment for its workers. It has been
reported that several of the workers have bruises on their bodies
owing to injuries at work. Productivity levels are low because
of the unsafe working conditions.
Furthermore, job satisfaction in the agency is low, a factor that
significantly contributes to poor performance of the employees.
There have also been reports of wrangles within the company.
The wrangles are attributed to lack of clearly distinguished
duties leading to an overlap of these duties. Ten employees have
already left the organization owing to the poor working
conditions and low levels of job satisfaction. Employee turnover
is bound to increase if the current state of affairs is not
reversed.
The current budgetary allocations are inefficient in meeting the
needs of the organization. Looting of the donor funds has led to
diminishing of budgetary allocations for key community
projects. In addition, the agency has been blamed for
prioritizing the wrong projects over projects that the
communities it serves truly need.
The culture of the organization has been shattered because of

4. the poor working conditions in the company and the fraudulent
activities of the management. The employees are not cohesive
because they do not believe they are working towards a similar
goal. There is also a lot of mistrust between the employees and
the management. The former do not believe that the
management has their best interests at heart.
Justification for Proposal
The proposal is to develop a better organizational structure
by improving working conditions and rooting out corruption in
the company. New employees will be hired to replace the ones
that left. In addition, stringent financial controls will be put in
place to block any attempts to embezzle any of the donor funds.
In fact, criminal investigations will be launched against the
former CEO and other top managers for embezzlement of funds.
The proposal is essential at this time if it is to recover public
and donor trust again. The mission for the company is to
provide support to African farmers in order to eradicate hunger
in the third world continent. The agency needs to resort back to
this mission as a guideline for its activities. The impact of the
proposal is increased efficiency in the delivery of services to
the farmers across the continent. With better delivery of
services, the farmers are able to grow more stable crops and
earn a better living. Increase in income will alleviate the
poverty of the farmers. The boost in food production will help
eradicate hunger in different areas across the continent.
Agency Mission
The mission of the Agency is to ensure that African
farmers are farming efficiently, increasing their income, and
aiding in the alleviation of hunger on the continent. In other
words, the agency has been charged with providing monetary
and technical support to African farmers with a bid of boosting
plant production and increasing the profit margin for the
farmers.
If the current state of the agency continues then the
organization will fail miserably at its mandate. Unsafe working
conditions and corruption will lead to an increase in employee

5. turnover. The result is a direct loss of knowledge capital in the
agency. Employees provide the technical knowhow of
implementing the objectives of the agency in the continent.
Corruption and embezzlement will lead to a shortfall in cash
making it harder for the agency to successfully carry out its
mandate.
During the creation of the proposal, the management
considered the implications that it would have on the fulfillment
of the mission of the agency. The proposal considered the need
to provide support for the farmers to improve their quality of
life. The whole purpose of revamping the agency and weeding
out corruption is to provide better technical and financial
support to the farmers. The support will go a long way in
improving the communities that the agency serves.
Trends in Human Service Delivery
A trend in human service delivery is the formulation of non-
traditional partnerships with the aim of creating a new human
services ecosystem. The need to maximize resources and find
fresh ideas has led many agencies to shift from entrenched ways
of human service delivery. Agencies, including Afrigo,
normally work parallel to one another without having the same
goals and practices. However, this is bound to change with
decrease in resources and increase in demand for the services
offered. Working together forces all the parties involved to
focus on core competencies and determine how collaboration
can have a system wide impact at a lesser cost (Wareing &
Hendrick, 2013).
Social financing is another trend in the industry. The type
of financing involves encouraging donors to invest in
preventative social interventions that will benefit everyone in
the society. The result is that everyone benefits and the society
saves on money that would have been used for future
remediation. The agency infuses capital for an intervention, and
if the specific social outcome is achieved, the investors will get
back their investment plus a hefty rate of return (Wareing &
Hendrick, 2013).

6. These trends have pushed the agency to be keener on new
partnerships with other agencies and governmental entities that
work in human services delivery. The proposal will ensure that
the agency is open to collaborating with other agencies by
making it more efficient and accountable. It will also attract
more potential investors who are willing to engage in social
financing. These investors are looking for a transparent agency
that can meet its social objectives.
Workforce Structure
Structure and Culture
The agency was intended to provide a hospitable climate
for workers to engage each other and exchange critical skills
and information for the benefit of African farmers. A culture of
this sort would provide comprehensive service delivery. The
proposal aims at enforcing the culture of cohesiveness and
working together in the workplace for the common good of the
people it serves.
Personnel and retention
The proposal aims at improving the retention of personnel in the
agency. The high employee turnover rate is draining the
agency’s skills, labor, and knowledge. The result is that the
quality of service delivery is severely hampered. The proposal
seeks to establish a reputable working environment where job
satisfaction is guaranteed. Increased job satisfaction leads to a
decrease in employee turnover and an increase in the quality of
service delivery.
Personnel and recruitment
The proposal also aims to establish a new recruitment
process that will attract the top talent from across the continent
and beyond. Previously, recruitment was based on the network
capital of the applicant and there were many nepotism
incidences in the recruitment process. However, with the new
proposal, the recruitment process will be fair and applicants
will be accorded equal treatment. Hiring the right people for the
job will greatly influence the quality of the services delivered
by AfriGro.

7. Current Trends
A current trend in the workforce structure for human services is
paying more attention to the needs of the workers. Most of the
workers join agencies such as AfriGro because they want to
help the communities they live in. Their pay is minimal
compared to those working in for profit companies. Neglect of
these workers will lead to a significant increase in employee
turnover (Donahue Institute, 2006). More has to be done to
cater to the financial, health, physical, emotional, and mental
needs of Afrigro’s employees. The agency needs to create a
creative atmosphere for these employees where they can nurture
their talents and passions.
Budget and Funding
Delivery of Services
The agency’s budgeting will need to be aligned with the current
ethical standards set by the Ethical Standards for Human
Service Professionals. The money allocated in the budget should
be equitably distributed among the priority projects of the
agency. Allocation for salaries of top management should also
be ethical unlike in the past. Reports indicate that some
frivolous projects were listed in previous budgets. The proposal
aims at eradicating such incidences by ensuring that an
independent accountant audits the budget and other financial
reports for the agency. The selection of projects to fund using
the money received from donors will also be made on ethical
grounds and not for commercial purposes or the benefit of the
management or unscrupulous business and government officials.
Quality of Services
The National Organization for Human Services advocates
that all human services’ agencies need to ensure decent quality
of services to the clients. The quality of service and delivery
needs to be the top priority for the agency. A high quality of
services will guarantee that the agency respects the dignity and
worth of the clients, integrity, and social justice.
Grant Funding
The agency will adhere to ethical standards regarding grant

8. funding. The channels for attracting grant money shall be
ethical. The agency will not offer bribes to receive more grant
funding or offer promises to grantors. In addition, the agency
will provide full accountability of how the grant money is being
utilized and the societal benefits of each project initiated by the
agency using the grant funds.
Future Funding Sources
The agency is also looking into new sources of funding in
a bid to stop over-reliance on specific donor funds. Partnerships
with other agencies will see the agency opening new funding
sources. Social financing is also an additional form of financing
that the agency will begin to apply in the near future (Stevens,
1998). The agency will also look into ways of entering into
profitable partnerships with the farmers. The aim is to re-invest
part of the profit earned in developing new projects that can
help alleviate poverty and hunger in the surrounding
communities.
Conclusion
Future Program Service Delivery
The proposal will greatly improve the process of service
delivery for the agency. Following ethical guidelines, the
proposal seeks to ensure that all budgetary allocations are fair
and will have the greatest impact in the targeted communities.
Corruption and high employee turnover will be a thing of the
past with the implementation of the new proposal. The result
will be a dramatic increase in the quality of services provided
by the agency. Ethics will play a major role in the agency’s
accountability to its employees, its donors and grantors, and to
the client it serves.
Trends and Benefits to the Community
The proposal is aligned to current trends in human service
delivery. Major current trends are more focus on ethical
standards of operation and providing reputable work

9. environments to employees. The proposal is aimed at improving
the culture of the organization for the sake of the workforce.
Creating a cohesive and ethics-oriented organizational culture
will ensure that employee turnover rates decrease in the agency.
Qualified employees will also be brought on board as per the
proposal. The skills and knowledge inherent in the organization
will be a driving force for change in the communities that the
agency serves.
References
Donahue Institute (2006). The Future of the Human Services
Workforce in Massachusetts. Commissioned by The
Massachusetts Council of Human Service Providers, Inc.
Stevens, S.K. (1998). Becoming tomorrow’s Non-Profit: Seven
Strategies for Managing Your Nonprofit’s Future.
Wareing T., & Hendrick, H.H. (2013, Apr 1). Five trends
driving the future of human services. GovTech.com. Retrieved
on 2/3/2016 from http://www.govtech.com/health/5-Trends-
Driving-the-Future-of-Human-Services.html