- Alphonso Jefferson received an overall performance rating of 4.91 out of 5 on his annual review from his direct manager Howard Tipton.
- He received exceptional ratings of 5 out of 5 for his job skills, customer focus, dependability, safety, leadership and communication, professional integrity, and strategic planning.
- His future goals include ensuring progress on the planning for a new 4-county medical examiner facility, implementing a new CAD/911 system, and presenting a redevelopment opportunity for surplus county land.
This document discusses building employee commitment, especially during turbulent times. It finds that the number one factor influencing employee commitment is the effectiveness of individual leaders. While employees often say they want less work, what truly builds their satisfaction and engagement are challenging assignments that allow them to make significant contributions. The most impactful leadership behavior for improving commitment is inspiring and motivating others to high levels of effort and performance. Regular assessments that focus on strengths as well as weaknesses, coupled with local grassroots efforts, can help increase commitment levels across an organization.
John Hunt, Amanda Oliver's manager, provides a review of her 2015 performance. [1] He notes that Amanda helped combine two contact centers and integrate practices between offices while overseeing processes. [2] Amanda met expectations in areas like analysis, change management, communication, leadership, teamwork, and expertise. [3] John praised Amanda's communication skills and role in leading her team through an organizational transition.
InstructionsThis assignment will be checked using anti-plagia.docxdirkrplav
Instructions:
This assignment will be checked using anti-plagiarism software and returned to your instructor with an originality report.
After Completion of Lab 2, Students Must complete a one page paper on a topic of their choice from the material covered in Lab 2.
It should include your name and a topic title.
It should be 1 page, 12 pt font, double spaced.
References (with whatever format you are comfortable using)should be included at the end of your paper.
This assignment is due by the Sunday, 15 November, at 11:55pm MST. (Students with Makeup Lab approval will complete the assignment after Makeup Lab).
Please attach using one of the following formats (.doc .pdf or .txt)
Turn the paper into the "Exams, Lab Reports and Research Paper" Link For Lab 1 Report.
Grading Criteria:
Lab Report Must be at least one page. (-5 for shortness of submission).
Additional page with References (use reference format you are familiar using) (-5 for no references).
Lab Report must explain how topic is discovered, developed, and applied....not a restatement of the Lab Activity. (-5 for explaining the Lab Activity).
Turn in your Report on time. (- 5 points deducted per week for late submissions!!! )
Choose ONE of the following topics:
-Light Box II: Color.
-Rainbow.
-Blue Sky.
-Interference.
-Polarizers.
-Ultraviolet Light.
-Infrared Light. (IR).
-Computer Optical Microscope.
-X-ray Fluorescence.
-Scanning Electron Microscopy.
-Optical Microscopy.
“When you’re a Spy, your job title can be anything, from Manager to Waiter, even criminal. The reason for the multitude of names? As a Spy, your job is to gather information from a range of sources, and you need to do it in any way you can. That includes putting on a disguise.
There are a few different paths that you can take to get into this career, and you can focus on a range of specialties, from technical to languages. The title “Spy” isn’t really used anymore. Instead, you’re now called a Covert Investigator or, more broadly, a CIA Agent. Whatever the title, it means you investigate and protect US interests abroad.
You investigate things like terrorism, fraud, corrupt governments, and a wide variety of other crimes. Your job is to keep Policymakers and the President of the United States aware and informed on the happenings around the world.
You can find the information you need in a lot of different ways. You might get to go undercover and pretend to be a different person, but for the most part, your job is much more routine. You carry out interviews with informants and allied Agents, analyze data, and read through research. You look for possible international problems, such as civil unrest, war, famine—anything that can cause problems for the United States.
This job involves a lot of collaboration and communication. You work with other Agents, international police forces, or informants. The informants you work with are usually average people, so the ability to speak their language is a big plus.”.
This document outlines the requirements for a final charity drive project in an Introduction to Business course. Students will form groups to plan and run a mock business venture over one week to raise funds for charity. They must document the planning and results in a report. The project aims to give students practical experience in business areas like marketing, finance, and social responsibility. Students will gain skills in strategic thinking, leadership, and applying business concepts. A minimum profit of $800 must be raised for a passing grade.
This document provides a job performance evaluation form for evaluating an F&B assistant. The form includes sections to rate the employee on various performance factors using definitions of performance ratings. It also includes sections to document the employee's strengths, areas for improvement, and a plan for improved performance. Additional pages provide example phrases to use in evaluating the employee's attitude, creativity/innovation, and decision-making skills.
This document provides information and resources for conducting a performance evaluation of a financial aid officer. It includes a sample evaluation form with sections for performance planning and results, rating an employee's performance on key factors using scales, identifying strengths and areas for improvement, developing a plan of action, and obtaining signatures. It also lists the top 12 methods that can be used for performance appraisal, such as management by objectives, critical incident method, behaviorally anchored rating scales, behavioral observation scales, and 360 degree feedback. The goal of the document is to help managers formally evaluate a financial aid officer's job performance.
This document provides a job performance evaluation form for a radio program director. It includes:
- Sections for planning and reviewing performance, rating performance factors like administration, communication, and decision making. Performance is rated on a scale from outstanding to unsatisfactory.
- Areas for noting employee strengths, areas for improvement, and developing a plan of action.
- Signatures from the employee and evaluators.
- Additional pages with sample performance review phrases for factors like attitude, creativity, and decision making to help with evaluations.
The form and supplemental pages provide a structured way to evaluate a radio program director's job performance, identify strengths and weaknesses, and develop goals for improvement.
- Alphonso Jefferson received an overall performance rating of 4.91 out of 5 on his annual review from his direct manager Howard Tipton.
- He received exceptional ratings of 5 out of 5 for his job skills, customer focus, dependability, safety, leadership and communication, professional integrity, and strategic planning.
- His future goals include ensuring progress on the planning for a new 4-county medical examiner facility, implementing a new CAD/911 system, and presenting a redevelopment opportunity for surplus county land.
This document discusses building employee commitment, especially during turbulent times. It finds that the number one factor influencing employee commitment is the effectiveness of individual leaders. While employees often say they want less work, what truly builds their satisfaction and engagement are challenging assignments that allow them to make significant contributions. The most impactful leadership behavior for improving commitment is inspiring and motivating others to high levels of effort and performance. Regular assessments that focus on strengths as well as weaknesses, coupled with local grassroots efforts, can help increase commitment levels across an organization.
John Hunt, Amanda Oliver's manager, provides a review of her 2015 performance. [1] He notes that Amanda helped combine two contact centers and integrate practices between offices while overseeing processes. [2] Amanda met expectations in areas like analysis, change management, communication, leadership, teamwork, and expertise. [3] John praised Amanda's communication skills and role in leading her team through an organizational transition.
InstructionsThis assignment will be checked using anti-plagia.docxdirkrplav
Instructions:
This assignment will be checked using anti-plagiarism software and returned to your instructor with an originality report.
After Completion of Lab 2, Students Must complete a one page paper on a topic of their choice from the material covered in Lab 2.
It should include your name and a topic title.
It should be 1 page, 12 pt font, double spaced.
References (with whatever format you are comfortable using)should be included at the end of your paper.
This assignment is due by the Sunday, 15 November, at 11:55pm MST. (Students with Makeup Lab approval will complete the assignment after Makeup Lab).
Please attach using one of the following formats (.doc .pdf or .txt)
Turn the paper into the "Exams, Lab Reports and Research Paper" Link For Lab 1 Report.
Grading Criteria:
Lab Report Must be at least one page. (-5 for shortness of submission).
Additional page with References (use reference format you are familiar using) (-5 for no references).
Lab Report must explain how topic is discovered, developed, and applied....not a restatement of the Lab Activity. (-5 for explaining the Lab Activity).
Turn in your Report on time. (- 5 points deducted per week for late submissions!!! )
Choose ONE of the following topics:
-Light Box II: Color.
-Rainbow.
-Blue Sky.
-Interference.
-Polarizers.
-Ultraviolet Light.
-Infrared Light. (IR).
-Computer Optical Microscope.
-X-ray Fluorescence.
-Scanning Electron Microscopy.
-Optical Microscopy.
“When you’re a Spy, your job title can be anything, from Manager to Waiter, even criminal. The reason for the multitude of names? As a Spy, your job is to gather information from a range of sources, and you need to do it in any way you can. That includes putting on a disguise.
There are a few different paths that you can take to get into this career, and you can focus on a range of specialties, from technical to languages. The title “Spy” isn’t really used anymore. Instead, you’re now called a Covert Investigator or, more broadly, a CIA Agent. Whatever the title, it means you investigate and protect US interests abroad.
You investigate things like terrorism, fraud, corrupt governments, and a wide variety of other crimes. Your job is to keep Policymakers and the President of the United States aware and informed on the happenings around the world.
You can find the information you need in a lot of different ways. You might get to go undercover and pretend to be a different person, but for the most part, your job is much more routine. You carry out interviews with informants and allied Agents, analyze data, and read through research. You look for possible international problems, such as civil unrest, war, famine—anything that can cause problems for the United States.
This job involves a lot of collaboration and communication. You work with other Agents, international police forces, or informants. The informants you work with are usually average people, so the ability to speak their language is a big plus.”.
This document outlines the requirements for a final charity drive project in an Introduction to Business course. Students will form groups to plan and run a mock business venture over one week to raise funds for charity. They must document the planning and results in a report. The project aims to give students practical experience in business areas like marketing, finance, and social responsibility. Students will gain skills in strategic thinking, leadership, and applying business concepts. A minimum profit of $800 must be raised for a passing grade.
This document provides a job performance evaluation form for evaluating an F&B assistant. The form includes sections to rate the employee on various performance factors using definitions of performance ratings. It also includes sections to document the employee's strengths, areas for improvement, and a plan for improved performance. Additional pages provide example phrases to use in evaluating the employee's attitude, creativity/innovation, and decision-making skills.
This document provides information and resources for conducting a performance evaluation of a financial aid officer. It includes a sample evaluation form with sections for performance planning and results, rating an employee's performance on key factors using scales, identifying strengths and areas for improvement, developing a plan of action, and obtaining signatures. It also lists the top 12 methods that can be used for performance appraisal, such as management by objectives, critical incident method, behaviorally anchored rating scales, behavioral observation scales, and 360 degree feedback. The goal of the document is to help managers formally evaluate a financial aid officer's job performance.
This document provides a job performance evaluation form for a radio program director. It includes:
- Sections for planning and reviewing performance, rating performance factors like administration, communication, and decision making. Performance is rated on a scale from outstanding to unsatisfactory.
- Areas for noting employee strengths, areas for improvement, and developing a plan of action.
- Signatures from the employee and evaluators.
- Additional pages with sample performance review phrases for factors like attitude, creativity, and decision making to help with evaluations.
The form and supplemental pages provide a structured way to evaluate a radio program director's job performance, identify strengths and weaknesses, and develop goals for improvement.
Chester County SHRM Respect Model Presentation 2-25-11Paul Marciano
The document discusses increasing employee engagement by fostering a culture of respect. It introduces the RESPECT model, which stands for recognizing contributions, empowering employees, providing supportive feedback, partnering collaboratively, setting clear expectations, considering employees fairly, and building trust. The model provides actions organizations and managers can take in each area to engage employees and make them feel respected. These include acknowledging good work, giving employees resources to succeed, delivering constructive feedback, seeking win-win solutions, setting measurable goals, treating all employees fairly, and increasing transparency. Fostering this culture of respect through the RESPECT model behaviors can significantly increase employee engagement.
This document provides information and resources for evaluating the performance of a senior finance officer, including:
- Links to free ebooks and forms for performance appraisals from performanceappraisal360.com.
- Sections of a job performance evaluation form, including rating an employee's performance on factors like administration, decision-making, and customer service.
- Examples of positive and negative phrases for evaluating an employee's attitude, creativity, decision-making, interpersonal skills, and other attributes.
- An overview of the top 12 methods for performance appraisal, such as management by objectives, critical incident method, and 360 degree feedback.
This document provides information and resources for conducting a performance evaluation of a consular assistant. It includes a sample evaluation form with sections for reviewing performance factors, employee strengths and accomplishments, areas for improvement, and a performance improvement plan. The form also has spaces for employee, evaluator, and reviewer signatures. Additional resources listed on the form provide examples of phrases to use in appraising factors like attitude, decision-making, problem-solving, and teamwork skills. Finally, the document outlines several common performance appraisal methods that could be used, such as management by objectives, critical incident reporting, and 360-degree feedback.
Community assistant perfomance appraisal 2tonychoper2104
This document contains materials for evaluating the job performance of a community assistant, including:
1) A 4-page performance evaluation form with ratings for various job criteria like administration, communication, decision-making, and a section for employee comments.
2) Examples of performance review phrases for evaluating criteria like attitude, creativity, decision-making, and interpersonal skills.
3) An overview of the top 12 methods for performance appraisal, including management by objectives, critical incident, behaviorally anchored rating scales, and 360-degree feedback.
This document contains a job performance evaluation form for a transportation assistant. It includes sections for performance planning and review, rating performance factors such as administration, communication, and safety. It also includes sections for noting employee strengths, areas for improvement, and a plan of action. The form provides definitions for rating an employee's overall performance as outstanding, exceeding expectations, meeting expectations, below expectations, or unsatisfactory. Additionally, it suggests phrases that can be used in the performance review for areas such as attitude, creativity, and decision-making.
This document provides information and resources for evaluating the performance of a program associate. It includes a 4-page job performance evaluation form with sections for reviewing performance factors, employee strengths and accomplishments, areas for improvement, and signatures. It also lists additional performance appraisal materials and methods that can be used, such as examples of phrases for different performance aspects, the top 12 methods for performance appraisal including management by objectives and 360-degree feedback, and definitions of these methods. The document aims to facilitate a structured performance review process for a program associate.
This document provides resources and templates for evaluating the job performance of an IT support assistant, including:
- Links to free eBooks and forms for performance appraisal phrases, methods, and key performance indicators.
- A sample job performance evaluation form for an IT support assistant with sections to rate their performance on factors like skills, communication, problem-solving, and safety. Space is provided to document strengths, areas for improvement, and goals.
- Additional IT support assistant performance review phrases focused on attitudes, creativity, and decision-making that could be used to evaluate their work.
The resources are intended to help managers objectively evaluate an IT support assistant's job performance and provide constructive feedback to help them improve
This document contains materials for evaluating the performance of a finance associate, including:
1) A 4-page performance evaluation form with ratings scales for evaluating an employee on factors like administration, communication, decision-making, and customer service.
2) A list of positive and negative performance review phrases for evaluating attributes like attitude, creativity, and problem-solving skills.
3) An overview of the top 12 methods for performance appraisal, such as management by objectives, critical incident, behaviorally anchored rating scales, and 360-degree feedback.
This document provides resources and templates for conducting a job performance evaluation of a financial aid assistant. It includes:
- Links to free eBooks and forms for performance appraisal, including phrases, methods, tips for writing self-appraisals, and key performance indicators (KPIs).
- Sections for the performance evaluation form which rate the assistant on factors like administration, communication, decision-making, and provide spaces for strengths, areas for improvement, and signatures.
- Examples of performance review phrases for evaluating an assistant's attitude, creativity, and decision-making skills.
The document aims to help managers formally assess a financial aid assistant's work performance and provide constructive feedback for development.
This document provides a job performance evaluation form for evaluating the performance of a programme assistant. It includes sections for reviewing performance factors, identifying employee strengths and areas for improvement, setting a plan for improved performance, and obtaining signatures to finalize the evaluation. Rating scales are provided to assess performance on factors such as administration, communication, teamwork, decision-making, customer service, and safety. Sample phrases are also given to help with writing positive or negative comments on an employee's attitude, creativity, and decision-making.
Communication assistant perfomance appraisal 2tonychoper1904
This document provides information and resources for evaluating the job performance of a communication assistant, including:
1. Sample performance evaluation forms for rating a communication assistant's performance, strengths/weaknesses, goals, and other factors.
2. Links to free eBooks and resources on performance appraisal methods, sample phrases, key performance indicators, and tips for self-evaluations.
3. Descriptions of common performance appraisal methods like management by objectives, critical incidents, behaviorally anchored rating scales, and 360-degree feedback that can be used to evaluate a communication assistant.
This document contains materials for performance evaluation of an immigration services officer, including:
1. A multi-page performance evaluation form with sections for reviewing job performance factors, employee strengths and accomplishments, performance areas needing improvement, and signatures.
2. Examples of performance review phrases for an immigration services officer that address topics such as attitude, creativity, decision-making, interpersonal skills, and problem-solving.
3. An overview of the top 12 methods for performance appraisal of an immigration services officer, including management by objectives, critical incident method, behaviorally anchored rating scales, and 360-degree feedback.
This document provides information about various methods for evaluating the performance of a dentist assistant, including descriptions and examples. It discusses 12 common performance appraisal methods: management by objectives, critical incident method, behaviorally anchored rating scales, behavioral observation scales, 360 degree feedback, and checklist and weighted checklist method. For each method, it provides details on how the method works, what it evaluates, advantages and disadvantages. The document aims to equip managers with understanding and tools to properly conduct performance reviews for dentist assistants.
Alphonso Jefferson achieved is certification in project management - Project Management Professional PMP®. This certification identifies Alphonso as a professional who has the knowledge, skills and abilities in project management.
Chester County SHRM Respect Model Presentation 2-25-11Paul Marciano
The document discusses increasing employee engagement by fostering a culture of respect. It introduces the RESPECT model, which stands for recognizing contributions, empowering employees, providing supportive feedback, partnering collaboratively, setting clear expectations, considering employees fairly, and building trust. The model provides actions organizations and managers can take in each area to engage employees and make them feel respected. These include acknowledging good work, giving employees resources to succeed, delivering constructive feedback, seeking win-win solutions, setting measurable goals, treating all employees fairly, and increasing transparency. Fostering this culture of respect through the RESPECT model behaviors can significantly increase employee engagement.
This document provides information and resources for evaluating the performance of a senior finance officer, including:
- Links to free ebooks and forms for performance appraisals from performanceappraisal360.com.
- Sections of a job performance evaluation form, including rating an employee's performance on factors like administration, decision-making, and customer service.
- Examples of positive and negative phrases for evaluating an employee's attitude, creativity, decision-making, interpersonal skills, and other attributes.
- An overview of the top 12 methods for performance appraisal, such as management by objectives, critical incident method, and 360 degree feedback.
This document provides information and resources for conducting a performance evaluation of a consular assistant. It includes a sample evaluation form with sections for reviewing performance factors, employee strengths and accomplishments, areas for improvement, and a performance improvement plan. The form also has spaces for employee, evaluator, and reviewer signatures. Additional resources listed on the form provide examples of phrases to use in appraising factors like attitude, decision-making, problem-solving, and teamwork skills. Finally, the document outlines several common performance appraisal methods that could be used, such as management by objectives, critical incident reporting, and 360-degree feedback.
Community assistant perfomance appraisal 2tonychoper2104
This document contains materials for evaluating the job performance of a community assistant, including:
1) A 4-page performance evaluation form with ratings for various job criteria like administration, communication, decision-making, and a section for employee comments.
2) Examples of performance review phrases for evaluating criteria like attitude, creativity, decision-making, and interpersonal skills.
3) An overview of the top 12 methods for performance appraisal, including management by objectives, critical incident, behaviorally anchored rating scales, and 360-degree feedback.
This document contains a job performance evaluation form for a transportation assistant. It includes sections for performance planning and review, rating performance factors such as administration, communication, and safety. It also includes sections for noting employee strengths, areas for improvement, and a plan of action. The form provides definitions for rating an employee's overall performance as outstanding, exceeding expectations, meeting expectations, below expectations, or unsatisfactory. Additionally, it suggests phrases that can be used in the performance review for areas such as attitude, creativity, and decision-making.
This document provides information and resources for evaluating the performance of a program associate. It includes a 4-page job performance evaluation form with sections for reviewing performance factors, employee strengths and accomplishments, areas for improvement, and signatures. It also lists additional performance appraisal materials and methods that can be used, such as examples of phrases for different performance aspects, the top 12 methods for performance appraisal including management by objectives and 360-degree feedback, and definitions of these methods. The document aims to facilitate a structured performance review process for a program associate.
This document provides resources and templates for evaluating the job performance of an IT support assistant, including:
- Links to free eBooks and forms for performance appraisal phrases, methods, and key performance indicators.
- A sample job performance evaluation form for an IT support assistant with sections to rate their performance on factors like skills, communication, problem-solving, and safety. Space is provided to document strengths, areas for improvement, and goals.
- Additional IT support assistant performance review phrases focused on attitudes, creativity, and decision-making that could be used to evaluate their work.
The resources are intended to help managers objectively evaluate an IT support assistant's job performance and provide constructive feedback to help them improve
This document contains materials for evaluating the performance of a finance associate, including:
1) A 4-page performance evaluation form with ratings scales for evaluating an employee on factors like administration, communication, decision-making, and customer service.
2) A list of positive and negative performance review phrases for evaluating attributes like attitude, creativity, and problem-solving skills.
3) An overview of the top 12 methods for performance appraisal, such as management by objectives, critical incident, behaviorally anchored rating scales, and 360-degree feedback.
This document provides resources and templates for conducting a job performance evaluation of a financial aid assistant. It includes:
- Links to free eBooks and forms for performance appraisal, including phrases, methods, tips for writing self-appraisals, and key performance indicators (KPIs).
- Sections for the performance evaluation form which rate the assistant on factors like administration, communication, decision-making, and provide spaces for strengths, areas for improvement, and signatures.
- Examples of performance review phrases for evaluating an assistant's attitude, creativity, and decision-making skills.
The document aims to help managers formally assess a financial aid assistant's work performance and provide constructive feedback for development.
This document provides a job performance evaluation form for evaluating the performance of a programme assistant. It includes sections for reviewing performance factors, identifying employee strengths and areas for improvement, setting a plan for improved performance, and obtaining signatures to finalize the evaluation. Rating scales are provided to assess performance on factors such as administration, communication, teamwork, decision-making, customer service, and safety. Sample phrases are also given to help with writing positive or negative comments on an employee's attitude, creativity, and decision-making.
Communication assistant perfomance appraisal 2tonychoper1904
This document provides information and resources for evaluating the job performance of a communication assistant, including:
1. Sample performance evaluation forms for rating a communication assistant's performance, strengths/weaknesses, goals, and other factors.
2. Links to free eBooks and resources on performance appraisal methods, sample phrases, key performance indicators, and tips for self-evaluations.
3. Descriptions of common performance appraisal methods like management by objectives, critical incidents, behaviorally anchored rating scales, and 360-degree feedback that can be used to evaluate a communication assistant.
This document contains materials for performance evaluation of an immigration services officer, including:
1. A multi-page performance evaluation form with sections for reviewing job performance factors, employee strengths and accomplishments, performance areas needing improvement, and signatures.
2. Examples of performance review phrases for an immigration services officer that address topics such as attitude, creativity, decision-making, interpersonal skills, and problem-solving.
3. An overview of the top 12 methods for performance appraisal of an immigration services officer, including management by objectives, critical incident method, behaviorally anchored rating scales, and 360-degree feedback.
This document provides information about various methods for evaluating the performance of a dentist assistant, including descriptions and examples. It discusses 12 common performance appraisal methods: management by objectives, critical incident method, behaviorally anchored rating scales, behavioral observation scales, 360 degree feedback, and checklist and weighted checklist method. For each method, it provides details on how the method works, what it evaluates, advantages and disadvantages. The document aims to equip managers with understanding and tools to properly conduct performance reviews for dentist assistants.
Similar to Alphonso Jefferson 12-10-20[13423].pdf (20)
Alphonso Jefferson achieved is certification in project management - Project Management Professional PMP®. This certification identifies Alphonso as a professional who has the knowledge, skills and abilities in project management.
The letter provides a recommendation for Alphonso Jefferson Jr., the Deputy County Administrator for St. Lucie County. It summarizes that Jefferson led the development of a $3 million business assistance grant program using CARES Act funding to help local businesses negatively impacted by COVID-19. It also highlights that Jefferson has built relationships and brought people together through initiatives like a Black History Month gala and community discussions on topics like affordable housing and small businesses. The letter concludes by praising Jefferson as a collaborator, leader, and professional.
John A. Titkanich writes a letter of recommendation for Alphonso Jefferson for an executive level position. He describes Alphonso as providing stable leadership as Deputy County Administrator of St. Lucie County, developing the framework to implement $55.5 million in CARES Act funding and overseeing $65 million in American Rescue Plan Act funding. Alphonso exhibits the highest integrity, is a thoughtful leader who seeks to develop others, and is active in the community through several organizations. As a Lean Six Sigma Black Belt, Alphonso possesses strong analytical skills and works daily to enhance the county. John highly recommends Alphonso for his leadership and professionalism.
This document provides an evaluation of trends in the Broward County Jail population from 1995-2013. It finds that while the jail population was steadily increasing from 1995-2006, reforms implemented since 2006 have helped reduce the population by over 1,300 inmates. However, the population has increased again since 2012 due to rises in the average length of stay. The document analyzes factors influencing admissions and length of stay, and identifies options to further reduce the crowding.
The NFBPA Treasure Coast Chapter is accepting applications for a free mentorship program for aspiring public servants until October 1st. The program aims to help participants continue their professional development. The chapter is also hosting a Community Leadership Luncheon on November 4th at the Westside Boys and Girls Club to discuss leadership challenges impacting local communities. Additionally, the 2nd Annual Black History Month Gala will take place on February 25th at the Havert L. Fenn Center, with proceeds benefiting the NFBPA Scholarship Program.
The document provides information on disaster relief efforts following Hurricane Ian in Florida. It discusses the activation of the Florida Disaster Fund to provide financial assistance to communities for recovery. It also notes that low-interest SBA disaster loans are available for businesses and residents in declared disaster areas. Additionally, it advertises upcoming events for the NFBPA Treasure Coast Chapter, including a community leadership luncheon, virtual chapter meeting, and Black History Month gala. It requests volunteers to help build emergency food boxes for victims of Hurricane Ian.
Alphonso Jefferson led the reestablishing of the Treasure Coast Chapter of NFBPA. The attached is Issue #1 of The Happenings from the Treasure Coast Chapter
Alphonso Jefferson led the reestablishing of the Treasure Coast Chapter of NFBPA. The attached is Issue #2 of The Happenings from the Treasure Coast Chapter
This newsletter provides updates on the activities of the Treasure Coast Florida Chapter of the National Forum for Black Public Administrators (NFBPA) over the past quarter. It highlights the chapter president's message, milestones of various members, details of committee activities and community outreach events held. These include a Black History Month gala to honor trailblazers and celebrate black excellence, participation in Martin Luther King Day and Women's History Month panels, and a Habitat for Humanity build. The newsletter also shares information on new members and birthdays being celebrated that quarter.
The attached is information on the reestablishment of the Treasure Coast Chapter of NFBPA. This information was developed and led by Alphonso Jefferson, Jr. to reestablish the chapter.
This report explores the significance of border towns and spaces for strengthening responses to young people on the move. In particular it explores the linkages of young people to local service centres with the aim of further developing service, protection, and support strategies for migrant children in border areas across the region. The report is based on a small-scale fieldwork study in the border towns of Chipata and Katete in Zambia conducted in July 2023. Border towns and spaces provide a rich source of information about issues related to the informal or irregular movement of young people across borders, including smuggling and trafficking. They can help build a picture of the nature and scope of the type of movement young migrants undertake and also the forms of protection available to them. Border towns and spaces also provide a lens through which we can better understand the vulnerabilities of young people on the move and, critically, the strategies they use to navigate challenges and access support.
The findings in this report highlight some of the key factors shaping the experiences and vulnerabilities of young people on the move – particularly their proximity to border spaces and how this affects the risks that they face. The report describes strategies that young people on the move employ to remain below the radar of visibility to state and non-state actors due to fear of arrest, detention, and deportation while also trying to keep themselves safe and access support in border towns. These strategies of (in)visibility provide a way to protect themselves yet at the same time also heighten some of the risks young people face as their vulnerabilities are not always recognised by those who could offer support.
In this report we show that the realities and challenges of life and migration in this region and in Zambia need to be better understood for support to be strengthened and tuned to meet the specific needs of young people on the move. This includes understanding the role of state and non-state stakeholders, the impact of laws and policies and, critically, the experiences of the young people themselves. We provide recommendations for immediate action, recommendations for programming to support young people on the move in the two towns that would reduce risk for young people in this area, and recommendations for longer term policy advocacy.
Food safety, prepare for the unexpected - So what can be done in order to be ready to address food safety, food Consumers, food producers and manufacturers, food transporters, food businesses, food retailers can ...
AHMR is an interdisciplinary peer-reviewed online journal created to encourage and facilitate the study of all aspects (socio-economic, political, legislative and developmental) of Human Mobility in Africa. Through the publication of original research, policy discussions and evidence research papers AHMR provides a comprehensive forum devoted exclusively to the analysis of contemporaneous trends, migration patterns and some of the most important migration-related issues.
Jennifer Schaus and Associates hosts a complimentary webinar series on The FAR in 2024. Join the webinars on Wednesdays and Fridays at noon, eastern.
Recordings are on YouTube and the company website.
https://www.youtube.com/@jenniferschaus/videos
Indira awas yojana housing scheme renamed as PMAYnarinav14
Indira Awas Yojana (IAY) played a significant role in addressing rural housing needs in India. It emerged as a comprehensive program for affordable housing solutions in rural areas, predating the government’s broader focus on mass housing initiatives.
Bharat Mata - History of Indian culture.pdfBharat Mata
Bharat Mata Channel is an initiative towards keeping the culture of this country alive. Our effort is to spread the knowledge of Indian history, culture, religion and Vedas to the masses.
RFP for Reno's Community Assistance CenterThis Is Reno
Property appraisals completed in May for downtown Reno’s Community Assistance and Triage Centers (CAC) reveal that repairing the buildings to bring them back into service would cost an estimated $10.1 million—nearly four times the amount previously reported by city staff.
UN WOD 2024 will take us on a journey of discovery through the ocean's vastness, tapping into the wisdom and expertise of global policy-makers, scientists, managers, thought leaders, and artists to awaken new depths of understanding, compassion, collaboration and commitment for the ocean and all it sustains. The program will expand our perspectives and appreciation for our blue planet, build new foundations for our relationship to the ocean, and ignite a wave of action toward necessary change.
Combined Illegal, Unregulated and Unreported (IUU) Vessel List.Christina Parmionova
The best available, up-to-date information on all fishing and related vessels that appear on the illegal, unregulated, and unreported (IUU) fishing vessel lists published by Regional Fisheries Management Organisations (RFMOs) and related organisations. The aim of the site is to improve the effectiveness of the original IUU lists as a tool for a wide variety of stakeholders to better understand and combat illegal fishing and broader fisheries crime.
To date, the following regional organisations maintain or share lists of vessels that have been found to carry out or support IUU fishing within their own or adjacent convention areas and/or species of competence:
Commission for the Conservation of Antarctic Marine Living Resources (CCAMLR)
Commission for the Conservation of Southern Bluefin Tuna (CCSBT)
General Fisheries Commission for the Mediterranean (GFCM)
Inter-American Tropical Tuna Commission (IATTC)
International Commission for the Conservation of Atlantic Tunas (ICCAT)
Indian Ocean Tuna Commission (IOTC)
Northwest Atlantic Fisheries Organisation (NAFO)
North East Atlantic Fisheries Commission (NEAFC)
North Pacific Fisheries Commission (NPFC)
South East Atlantic Fisheries Organisation (SEAFO)
South Pacific Regional Fisheries Management Organisation (SPRFMO)
Southern Indian Ocean Fisheries Agreement (SIOFA)
Western and Central Pacific Fisheries Commission (WCPFC)
The Combined IUU Fishing Vessel List merges all these sources into one list that provides a single reference point to identify whether a vessel is currently IUU listed. Vessels that have been IUU listed in the past and subsequently delisted (for example because of a change in ownership, or because the vessel is no longer in service) are also retained on the site, so that the site contains a full historic record of IUU listed fishing vessels.
Unlike the IUU lists published on individual RFMO websites, which may update vessel details infrequently or not at all, the Combined IUU Fishing Vessel List is kept up to date with the best available information regarding changes to vessel identity, flag state, ownership, location, and operations.
Combined Illegal, Unregulated and Unreported (IUU) Vessel List.
Alphonso Jefferson 12-10-20[13423].pdf
1. ALPHONSO JEFFERSON
Direct Manager:
8-r
'!il:!l!J.@l•lii , ·
COUNTY '·
FLORIDA
Howard Tipton
6 Month Probationary Review ALPHONSO
JEFFERSON 83765 Probationary Non-Union
Supervisory Employee Performance Evaluation
(due 12/15/2020)
Due Date: Tue, Dec 15, 2020
General Information
Position
Deputy County Administrator - 111545
Department
Administration
Ratings Summary:
Rater
ALPHONSO
JEFFERSON
Howard Tipton
Content
Type
Self Rater
Rater
Competency Section I 5 Point Scale
Core Values
Job Skills
Division
Administration
Class Spec
Deputy County Administrator - 111545
Total Score
5 out of 5
Total Score
5 out of 5
Evaluation Type
Probation
Weight
0%
100%
Section Weight 45 %
Item Weight 40 %
Possesses necessaryjob skills and knowledge to perform the job in a competent manner and is able to demonstrate
knowledge, skills and abilities in day-to-day situations. Also measured are the employee's self-improvement efforts to
enhance skills/knowledge and to stay current with changes impacting the job.
Rater & Rating
ALPHONSO JEFFERSON
Howard Tipton
5 Exceptional
Comment
Mr. Jefferson's work In the Broward County Administrator's Office prepared him well to hit the ground
running. His background and experience In (among other areas) emergency management, facilities, and
with budgets allowed for him to start in the middle of a pandemic and successfully guide his
departments.
Page 1 of 4
2. Customer Focus
Item Weight 30 %
Personally demonstrates that both external and internal (i.e. co-workers, supervisors, other departments, etc.) customers are a
high priority. Identifies customer needs and expectations and responds to them in a timely and effective manner. Anticipates
and prevents delays or other issues that can adversely affect the customer. Keeps customers informed regarding the status of
pending actions and inquires about customer satisfaction with services. This is in sharp contrast to behavior patterns that tend
to disappoint customers, leave them feeling forgotten and unimportant or that otherwise result in unmet needs or
expectations.
Rater & Rating
ALPHONSO JEFFERSON
Howard Tipton
5 Exceptional
Dependability
Comment
Upon coming in. Alphonso met with all of his direct reports at their office locations which opened up
lines of communication while showing accessibility to all employees. He reacts quickly to Commissioner
and staff requests, is respectful of everyone's time by holding brief meetings, listens well, and follows
up. Is comfortable working with front line employees to Commissioners, from media to citizens.
Item Weight 20 %
Arrives at work on time, shows up for meetings, assignments and/or worksite well-prepared and ready to contribute to this
organization.
Rater & Rating
ALPHONSO JEFFERSON
Howard Tipton
5 Exceptional
Safety
Comment
Always available (days, nights, weekends). Arrives on time for meetings prepared (usually with an
agenda) and typically takes charge of any meeting that gets off the rails. Can always be counted on to
participate and add value to the conversations.
Item Weight 10 %
Makes sure to understand every safety practice expected by the organization. Takes no shortcuts that increase the risks of
accidents, personal injuries or equipment failures. Looks for unsafe practices in the workplace and takes responsibility to
ensure that others are aware of the potential impact.
Rater & Rating Comment
ALPHONSO JEFFERSON
Howard Tipton
5 Exceptional
Competency Section I 5 Point Scale
Supervisory Competencies
Leadership & Communication
Safety of employees and the public are always front of mind. Under his leadership, Mr. Jefferson has
established the workplace security committee to help address concerns that were raised to him by staff
when he arrived.
Section Weight 45 %
Item Weight 50 %
Does the supervisor use appropriate leadership techniques to motivate, develop & guide employees? Does the supervisor
communicate well with employees, facilitate cooperation and create a work environment that emphasizes respect for others?
Rater & Rating Comment
ALPHONSO JEFFERSON
Howard Tipton
5 Exceptional
In the short period of time he's been here, Mr. Jefferson has shown the ability to adjust his leadership
and supervision based on the needs of a Director or a department. In other words, he meets his team
where they are and leads from there. Holds monthly and touchpoint meeting with Directors and staff.
He is a prolific writer and can prepare in-depth presentations is short order. He's conducted COVID-19
media briefings and made presentations to staff and the Commission • all done professionally and with
success.
Page 2 of 4
3. Professional Integrity
Item Weight 25 %
Does the manager demonstrate responsibility, accountability, credibility, and show good judgment? Does he/she embrace and
support professionalism and ethical behavior?
Rater & Rating Comment
ALPHONSO JEFFERSON
Howard Tipton
5 Exceptional
Strategic Planning
Mr. Jefferson's experiences gives him a unique perspective on integrity and he takes his conduct and
professional credibility as seriously as anyone on this leadership team. He is accountable and holds
other accountable as well. He is proactive and positive when addressing opportunities but does not hold
back his opinion if there are concerns. As a member of International City/County Management
Association (ICMA)he follows their Code of Ethics in a transparent manner.
Item Weight 25 %
Engages in strategic planning and measurement, performance management, teamwork, and recognition of accomplishments.
Exhibits the ethical standards of the organization.
Rater & Rating Comment
ALPHONSO JEFFERSON
Howard Tipton
5 Exceptional
Goal Section I 5 Point Scale
Current Goals
An absolute interest and strength of Mr. Jefferson. He is strategy 24(7 and has helped to move the
County's strategic plan forward in this first year of implementation. As an example, he is establishing a
standardized project managment team approach that can be utilized through! the organization.
Section Weight 10 %
Please evaluate your direct report of their ability to complete goals from the previous year.
Customer Focus
Item Weight 100 %
Provide courteous and knowledgeable customer service.
Rater & Rati ng Comment
ALPHONSO JEFFERSON
Howard Tipton
5 Exceptional
Goal Section I Future/List
Future Goals
Demonstrates patience; takes time on front end of customer interaction to
establish a positive working relationship/rapport with the customer. Listens to
customers and empathizes with them; seeks to clarify and understand their
concerns, needs and/or wants before responding with a solution. Follows through
on all commitments to the customer. Always delivers a result commensurate with
what was promised to the customer. Always follows up with customer and ensures
that original need was met.
Please add at least 3 goals for the upcoming evaluation year.
Due Date 12/29/2020
Complete CARES Act (Panedmic Relief) project
CARES Act funding must be expended by 12/30/20 per federal and state guidelines.
Page 3 of 4
4. Six Sigma Black Belt Certification
Due Date 12/30/2021
Already having obtained yellow and green belt status, Mr. Jefferson will be one of two employees trained as a Black Belt in
process improvement/lean thinking.
Project management Certification
Due Date 12/11/2020
Helping to establish countywide standards for project management, Mr. Jefferson will achieve this certification to lead by
example for others.
Departmental Development/Implementation of Business
Plans
Due Date 09/29/2021
As the strategic plan continues to evolve, each function will need to develop their piece to this business puzzle. Working to
align plans over the current fiscal year and preparing them for future success is critical.
Development/Implementation of workplace safety training.
Due Date 09/29/2021
Having established a workplace safety committee, the opportunities raised by this group for a safer work environment will be
an on-going effort.
Process
0
0
-
-
8
Rater
ALPHONSO JEFFERSON
Rater
Howard Tipton
Signature
Howard Tipton
Approval & Signature
AmyMcNair
Manager to Review Evaluation with
Employee
Howard Tipton
Signature
ALPHONSO JEFFERSON
Completed On
Wed, Dec 9, 2020
By clicking certify and submit, you
confirm that your rating is complete and
accurate. Once your rating is submitted,
you will no longer be able to make
changes without administrator
assistance.
Page 4 of 4
5. TO:
FROM:
DATE:
SUBJECT:
Howard N. Tipton
County Administration
Alphonso Jefferson, Jr.
Deputy County Administrator
December 8, 2020
Six Month Evaluation
·J,
ADMINISTRATION
MEMORANDUM
Thank you for the opportunity to become a member of the St. Lucie County team. As a
resident of the County, it is impressive to see a group of individuals that understands the
mission of the organization and works collectively together for the betterment of our
community.
Although I have only been with the organization for six months, I believe that I have
successfully integrated into the organization well, and I am an active participant in the
operations.
For your review, I have attached my accomplishments during my first six months, as well
as goals and direction both personally and professionally for the next six months.
In closing, I am confident that my leadership skills will continue to add value to the
organization.
Attachment
Alphonso Jefferson, Jr. IDeputy County Administrator
1•2300 Virginia Avenue IFort Pierce, FL 34982 . (772) 462-1 156 ~ (772) 462- 1428 ~ (772) 462-233 1 ,;;;,.je[fersonal@stlucieco.org
6. Implementation ofCARES Act
Funding
COVID 19
Chuck's Seafood
Consolidation ofFacilities
Fairwinds GolfCourse
Staffing RFP
Emergency Management GIS
Resources
Transit Services
Clover Park Improvements and
Mets Communication Meetings
Human Resources Policies
Review
Facilities Management
Accountability
Standardized Project
Management
South Beach Restoration
Project
Inmate Medical Costs
ADMINISTRATION
MEMORANDUM
Accomplishments
Led the development and implementation of a $55.5 million program
that included providing financial assistance to businesses, households,
municipalities, non-profits, places of worships, and other stakeholders
that have been impacted by COVID 19.
Conducted press briefings on COVID 19 and development presentations
to provide updates on COVID 19 and CARES Act.
Provided overall guidance and direction on the review and presentation
of Chuck's land sale or lease for future development at the Port and
Airport.
Provided overall guidance and direction on the review and presentation
offacility consolidation to reduce square footage footprint.
Provided overall guidance and direction on the steps needed to seek
approval on the staffing RFP for Fairwinds Golf Course.
Led the development of a centralized emergency management GIS
dashboard that allows for important data to be presented for policy
decisions during an emergency incident.
Provided direction and guidance to Transit Services on the delivery of
services within the municipalities of Port Saint Lucie and Fort Pierce. In
addition, I provided guidance on the preparation of a new operation
facility. As part ofthe transition to a new provider, I provided direction
on move forward strategies to communicate success and develop action
to deliver planned initiatives.
Provide direction and guidance on addressing the Clover Park
Improvements. In addition, led the implementation of communication
meetings with the Mets on the continued maintenance projects at Clover
Park.
Conducted review of polices - Cell Phone and Telecommuting Policies
- to address operational impacts.
Provided direction and guidance to Facilities Management on the
deliver and execution of projects. In addition, reviewed performance
measurements to ensure accountability.
Initiated establishing standardized project management team to created
and develop a project management approach that can be utilized
throughout the organization.
Led discussions with community leaders on the South Beach
Restoration Project and addressed constituents' concerns to ensure the
successful approval of MSTU.
Actively participate and lead the evaluation of inmate medical costs for
St. Lucie County. Attended meetings and brainstorming sessions on
efforts to effectively address inmate medical costs.
Alphonso Jefferson, Jr. IDeputy County Administrator
1•2300 Virginia Avenue IFort Pierce, FL 34982 . (772) 462-1156 ~ (772) 462-1428 _. (772) 462-2331 li.i iefJersonal@stlucieco.org
7. )
'
Development ofa
Comprehensive Homelessness
Plan
Community Engagement
Internal Committees
Professional Development
Team Communication
Worked with Treasure Coast Homeless Services Council on the
development of a comprehensive homelessness plan. The plan is
intended to provide a strategy on addressing homeless issues in St.
Lucie County.
Actively working on initiatives to increase community engagement. The
following
1. Worked with Boys and Girls Club on mentorship opportunities.
2. Discussed with IRSC on initiatives to help the Lincoln Park
Community
3. Established a Cultural Arts and Healthy Community Event in
Lincoln Park
4. Provided information to Economic Development on a business
recognition program
5. Participated in Racial Equity Discussion for St. Lucie County
Involved in the creation of internal committees to effectively develop
and recommend policies to the County Administrator. The following are
the current committees:
1. Workplace Security Committee
2. Diversity, Equity, and Inclusion Committee
Personally, took advantage of several professional development
opportunities to include:
• Leadership Training with Michael Cardone
• Leadership Training with Simon Bailey
Held monthly meetings with each Department Director and host a
regularly scheduled Touchpoint meeting with Department Directors.
The meetings allow me to visit the various locations in St. Lucie County
where services are directly provided to residents. In addition, the
meetings allow for the team to address common issues in a collective
manner.
Goals for the upcoming six months include:
• Work with Departments on the development and implementation of business plans
• Receive black belt certification
• Receive project management certification
• Ensure an annual training on procurement practices is development
• Ensure an annual training on Continuity of Operation Plans (COOP) is developed and
implement
• Work on the development of mandatory workplace safety trainings for the
organization
• Ensure the implementation of a new CAD system for St. Lucie County