Black Cotton Apartments (Fictional) Security Guard Black Cotto.docx
•Download as DOCX, PDF•
0 likes•3 views
Black Cotton Apartments (Fictional) Security Guard Black Cotton Apartments in Lake City, FL are comfortable one- and two-bedroom apartment homes. It is a resort-style community with a swimming pool and 24-hr fitness center. It is a gated community with 24-hour security. The security guard team will protect the assigned property, promote and enforce safety and security and act as a visible deterrent against irregular activity. Main Job Tasks, Duties and Responsibilities · patrol designated property to monitor and prevent intrusion, damage, hazards and breaches of security · protect property and tenants from theft, damage, trespassing or accidents · provide a visible presence that enforces safety and security · identify and investigate suspicious behavior, threats and irregular activity · respond to alarms and requests for help · monitor and control entrance and departure of employees and visitors according to prescribed protocol · detect and confront unauthorized persons and violators of security procedures · check property through electronic monitoring systems · enforce relevant laws and regulations pertaining to all individuals on the property · report rule infractions and violations · monitor and prevent movement of prohibited items into and out of property · conduct exterior property checks for maintenance issues, malfunctions or hazards · contact relevant authorities to deal with unlawful or irregular activities · use radio or other communication devices in a clear and concise manner · prepare written reports of daily activities, observations and incidents · inspect and test fire and security systems · implement the prescribed emergency plan in case of emergency Education and Experience · High school diploma or GED certificate · State registration/license · current and valid driving license plus a safe driving record · knowledge of state laws and regulations · working knowledge of security operations and safety practices · working knowledge of enforcement policies and procedures · working knowledge of safety equipment · no disqualifying criminal history · be at least 18 years of age and 21 years of age for certain positions Key Skill Requirements · detail-orientated and keen observation skills · good communication skills - verbal and written · integrity and moral fitness · reliability and dependability · able to react appropriately in emergency and high stress situations · able to anticipate, identify and solve problems · judgment and decision making skills · maintain a professional appearance and attitude · flexible to work different schedules · meet physical requirements 1. Describe your job description writing process and why you chose to include the components you chose. Monster (2021) states that a good job description has some critical steps for it to be considered “winning”: · List the everything you require (essentials), in order · Make the description so that the applicant can visualize what it’s like to work at your com.
Report
Share
Report
Share
Recommended
How to Evaluate the Results of a Background Check
Is that seemingly qualified, trustworthy individual you want to hire really safe to hire? Can you really know for sure? Companies use background checks to inform and improve the quality of their hiring decisions. However, many are unsure exactly how to evaluate the results of a background check report, especially how to handle a “negative” background check.
FixNix 17 products1.0
The document discusses FixNix's GRC suite of 17 products and how it can add value through process automation, collaboration, consistent processes, resource utilization, and comprehensive visibility. It then discusses challenges faced in compliance processes like lack of role-based views and difficulty sharing risks/controls. The document outlines FixNix's asset management capabilities including ISO, ITIL, and CMDB workflows. It provides details on the asset management lifecycle including registry/inventory, assessment/evaluation, action, and review phases.
Dancyrityshy 1foundatioieh
The document provides information about Leo Lourdes and his foundation in cyber security. Leo Lourdes has extensive training and certifications in IT management, project management, information security and service management. The objective of his cyber security foundation is to prevent harm to computer networks, applications, devices and data. The training covers topics such as the CIA triad, security governance, risk management and cyber threats.
Rothke Patchlink
The document provides an overview of information security audits from an expert's perspective. It discusses how to prepare for an audit, what to expect during each phase, how to communicate with auditors, and tips for passing the audit, including having proper documentation, controls, policies, and management support. The goal is for the audit to be a learning experience and opportunity to improve the security program rather than a failure.
How Your Nonprofit Can Avoid Data Breaches and Ensure Privacy Part 2
Part 1 of this webinar series provided an overview of cybersecurity and explained the cyber risks and legislation affecting nonprofits. In part 2 of the series, Imran Ahmad of Miller Thomson, LLP returns to answer your questions on cybersecurity and to delve deeper into cybersecurity maintenance and best practices to avoid data breaches. This includes the implementation of measures to prevent data breaches in the pre-attack phase, to the implementation of security best practices in the event of a cyber attack or breach.
What you will learn:
· How to develop key cybersecurity-related documents;
· How to maintain an internal matrix of when to notify affected individuals;
· How to review contracts from a cybersecurity compliance perspective.
Security Presentation
The document provides an overview of guarding roles and responsibilities according to a holistic security model. It discusses various aspects of guarding including management procedures, training, physical security measures, risk management, and standard operating procedures. The goal is to implement proactive and reactive guarding through comprehensive training, procedures, and coordination across different security elements.
1505 Ch 16 PowerPoint.pptx
This document outlines the duties and responsibilities of an Inspector I. It discusses important duties like inspections, communication skills, administrative tasks, inspection preparation, procedures, follow-up inspections, emergency planning, and complaint management. Key responsibilities of an Inspector I include performing inspections, verifying code compliance, enforcing codes, maintaining records, conducting follow-ups, and assisting with emergency evacuation plans and drills. Effective communication, both verbal and written, is essential for an inspector.
Security Culture and Insider Threat Training Course.ppt
This security training document from Royalblue Executive Services covers security culture and insider threats. The training aims to promote a positive security culture, establish security practices among employees, identify insider threats, mitigate risks, and outline actions to take regarding identified threats. It defines security culture and insider threats, explains why security is important in aviation, outlines Royalblue's security practices and an individual's security role, and provides guidance for reporting suspicious incidents or behaviors. The training concludes with security reminders and a multiple choice test.
Recommended
How to Evaluate the Results of a Background Check
Is that seemingly qualified, trustworthy individual you want to hire really safe to hire? Can you really know for sure? Companies use background checks to inform and improve the quality of their hiring decisions. However, many are unsure exactly how to evaluate the results of a background check report, especially how to handle a “negative” background check.
FixNix 17 products1.0
The document discusses FixNix's GRC suite of 17 products and how it can add value through process automation, collaboration, consistent processes, resource utilization, and comprehensive visibility. It then discusses challenges faced in compliance processes like lack of role-based views and difficulty sharing risks/controls. The document outlines FixNix's asset management capabilities including ISO, ITIL, and CMDB workflows. It provides details on the asset management lifecycle including registry/inventory, assessment/evaluation, action, and review phases.
Dancyrityshy 1foundatioieh
The document provides information about Leo Lourdes and his foundation in cyber security. Leo Lourdes has extensive training and certifications in IT management, project management, information security and service management. The objective of his cyber security foundation is to prevent harm to computer networks, applications, devices and data. The training covers topics such as the CIA triad, security governance, risk management and cyber threats.
Rothke Patchlink
The document provides an overview of information security audits from an expert's perspective. It discusses how to prepare for an audit, what to expect during each phase, how to communicate with auditors, and tips for passing the audit, including having proper documentation, controls, policies, and management support. The goal is for the audit to be a learning experience and opportunity to improve the security program rather than a failure.
How Your Nonprofit Can Avoid Data Breaches and Ensure Privacy Part 2
Part 1 of this webinar series provided an overview of cybersecurity and explained the cyber risks and legislation affecting nonprofits. In part 2 of the series, Imran Ahmad of Miller Thomson, LLP returns to answer your questions on cybersecurity and to delve deeper into cybersecurity maintenance and best practices to avoid data breaches. This includes the implementation of measures to prevent data breaches in the pre-attack phase, to the implementation of security best practices in the event of a cyber attack or breach.
What you will learn:
· How to develop key cybersecurity-related documents;
· How to maintain an internal matrix of when to notify affected individuals;
· How to review contracts from a cybersecurity compliance perspective.
Security Presentation
The document provides an overview of guarding roles and responsibilities according to a holistic security model. It discusses various aspects of guarding including management procedures, training, physical security measures, risk management, and standard operating procedures. The goal is to implement proactive and reactive guarding through comprehensive training, procedures, and coordination across different security elements.
1505 Ch 16 PowerPoint.pptx
This document outlines the duties and responsibilities of an Inspector I. It discusses important duties like inspections, communication skills, administrative tasks, inspection preparation, procedures, follow-up inspections, emergency planning, and complaint management. Key responsibilities of an Inspector I include performing inspections, verifying code compliance, enforcing codes, maintaining records, conducting follow-ups, and assisting with emergency evacuation plans and drills. Effective communication, both verbal and written, is essential for an inspector.
Security Culture and Insider Threat Training Course.ppt
This security training document from Royalblue Executive Services covers security culture and insider threats. The training aims to promote a positive security culture, establish security practices among employees, identify insider threats, mitigate risks, and outline actions to take regarding identified threats. It defines security culture and insider threats, explains why security is important in aviation, outlines Royalblue's security practices and an individual's security role, and provides guidance for reporting suspicious incidents or behaviors. The training concludes with security reminders and a multiple choice test.
Significance of Internal Controls
This document discusses the importance and concepts of internal controls. It defines internal controls as processes put in place by an organization's management to help ensure reasonable assurance of achieving objectives related to operations, reporting, and compliance. The document outlines the COSO definition of internal controls and discusses the objectives of controls in taking CARE of a business through compliance, accomplishing objectives, reliable reporting, efficient operations, and safeguarding assets. It also describes types of controls, business risks, and the five key internal control activities of separation of duties, documentation, authorization and approvals, security of assets, and reconciliation and review.
constructionsafetymanagement[1].pptx
The document discusses various approaches to construction safety management. It outlines the roles and responsibilities of management, safety officers, and employees in ensuring safety. It also describes common safety practices like developing safety manuals, training programs, inspections, and committees. Organizational, physical, behavioral, and economic incentive approaches are recommended to improve safety performance.
Security Proposal for High Profile/Government Individual
This document proposes security solutions for a political campaign, including a security manual, background checks, security training, and an executive protection program. The security manual would outline security procedures and responsibilities. Background checks called W.I.S.C.K would screen personnel. Security awareness training would educate staff on threats, prevention, and proper responses. The executive protection program would provide armed escorts and secure vehicles to protect the principal. The proposals aim to safeguard the campaign's assets, information, reputation and employees.
Best Practices Regarding Technology
Technology is rapidly changing the way lawyers provide services. This is so especially in light of the Covid-19 pandemic, which creates new and different ethical challenges to confidentiality, cyber fraud and securing data, marketing and advertising concerns, and client communications. This webinar will address a myriad of new problems lawyers are facing and some practical suggestions and solutions that arise out of the changing manner and pace of the practice of law. This webinar will also cover several ABA Model Rules of Professional Conduct.
Part of the webinar series: LEGAL ETHICS – BEST PRACTICES 2022
See more at https://www.financialpoise.com/webinars/
Share with the class the most valuable topic or subject area you l.docx
Share with the class the most valuable topic or subject area you learned about during this course and why. When responding to classmates' posts, explain how the topic they chose was also valuable to you. Pick from below topics:
1. Data Security
2. Unions
3. Incentives
4. Appraisals
5. Recruiting
Susan Flammia
This course really influenced my thoughts on how to handle daily operations as being a human resource manager. With given the readings on best practices within the HR function as well as the discussions, I learned a lot. I would have to say that module 4 was my favorite topic, more specifically background investigations. No two companies conduct their investigations the same way and it is interesting to see from least to most in depth background checks. This past January, as the HR Manager, I implemented a new protocol for all new employees as a pre-onboading process where background checks are conducted based on criminal and employment verification. In the past there was only reference verification so by adding the extra layer, we eliminated the "bad apples."
Rachel Arthiste
The most valuable topic I've learned from this class was the article on the Kia recruitment process. Being an administrative assistant for over 15 years and working side by side with recruiting and HR, it was eye opening to see the length Kia went through to reach potential candidates. From setting up computers and work stations at the libraries and schools for those who did not access to ensuring assessments were part of the application process to weed out candidates. There are endless way to recruit and ensure you are reaching an entire population. So many people miss opportunities because they don't have a computer at home or their library has limited resources. Kia made sure they gave everyone an opportunity to apply and gain employment if they qualified.
The company I work for links up with the local colleges in our area and participate in their yearly career fair. They even have a special program to hire these young professional and put them through an extensive training program to learn a role that would have otherwise been unavailable to them due to lack of experience. It is important for businesses and companies to attract talent from all areas and ensure they are being diverse in their recruitment process.
Chapter 6 Best Practices for the Prevention and Detection of Insider Threats
This chapter describes 16 practices, based on existing industry-accepted best practices, providing you with defensive measures that could prevent or facilitate early detection of many of the insider incidents other organizations experienced in the hundreds of cases in the CERT insider threat database.1 1. This chapter includes portions from “Common Sense Guide to Prevention and Detection of Insider Threats 3rd Edition–Version 3.1,” by Dawn Cappelli, Andrew Moore, Randall Trzeciak, and Timothy J. Shimeall. This chapter was written for a diverse audience. Decision.
constructionsafetymanagement-EAA.pdf
This document discusses construction safety management. It covers the roles and responsibilities of various parties in ensuring construction safety such as top management, site managers, supervisors, safety officers, and general employees. It also discusses approaches to improving safety through organizational, physical, and behavioral changes. Key aspects of safety management discussed include developing safety manuals, committees, training programs, inspections, investigations, and incentives.
Construction Safety Management
This document discusses construction safety management. It covers the roles and responsibilities of various parties in ensuring construction safety such as top management, site managers, supervisors, safety officers, and general employees. It also discusses approaches to improving safety through organizational, physical, and behavioral changes. Key aspects of safety management discussed include developing safety manuals, committees, training programs, inspections, investigations, and incentives.
403 9
The document discusses the importance of basic security procedures and personnel protection for transportation facilities. It emphasizes that the security patrol officer is critical for any security scheme and they must be adequately trained. It also covers procedures for vehicle searches, the importance of thorough hiring practices such as background checks, and the need for employee training, indoctrination, and quality assurance programs. Executive protection is also discussed as protecting executives from threats like kidnapping or assassination.
Pre-Employment Screening Best Practices – A Guide
In this ebook we have discussed the most important pre-employment screening best practices that an employer or a HR decision maker needs to follow.
More Information visit our website - https://www.cfirstcorp.com/pre-employment-screening-best-practices-a-guide/
Contractor management section 3 unit 4&5
This document discusses contractor management for a learning course. It covers 5 sections: tender process, licenses and qualifications, permits to work, and workers compensation issues. Key points include developing clear tender documents, evaluating safety considerations in tenders, ensuring contractors have proper licenses and permits, and requiring regular consultation between principal contractors and subcontractors on safety matters.
2New Security Employee OutlineIntroductionInvestigativ.docx
2
New Security Employee Outline
Introduction:
Investigative principles are very important to successful security personnel operational duties and effectiveness when investigating criminally related scenarios. Utilizing proven investigate tactics will enable the newly hired security employee to possess the means for resolving situations that require structured investigative tactics for success. This employee guide provides an overview of key investigative principles for the security professional.
Searching
1. Security employees are expected to conduct search patrols within an investigative manner, to identify possible breaches or suspicious activity in the electronics warehouse. Security searches may include an attempt at tracking trespassers, locating items that may have been lost or stolen as a result of insider theft, and trying to find evidence related to a criminal investigation within the premises.
Interviews
2. Security personnel who have been suspected of any violations up to and including theft, sexual misconduct, sexual harassment, violence, vandalism, or time theft, will be interviewed by the HR department to determine further action. For instances related to theft of any electronics from within the warehouse, a process of elimination will be conducted to determine which employees were actively working during the theft incident, and at which area of the building it occurred at. Employee background and history will be compared against one another to determine the most likely culprit of the offense. “For each interview, you should prepare opening and closing remarks and a set of questions. This does not preclude asking follow up questions during the interview.” (Slater, 2010).
Evidence Overview
3. New employees should be aware of the importance of analyzing and utilizing physical evidence to help determine who is responsible for any crimes possibly associated with them. Damage to warehouse equipment, broken glass, marks on the floor, and any type of stains found, can be associated with physical evidence. Security employees can follow a trail of evidence to aid in determining how, why, and who committed an offense/s within the electronics warehouse. Documentable evidence are other forms of physical evidence that provide a hard copy of verifiable facts, statistics, and associated employee information. During the investigative overview process, investigative security personnel possess the professional capacity to review documentable evidence and compare information acquired to newly relevant information within the investigation.
Evidence Preservation
4. Preserving important evidence is crucial during the investigative process. Items found that are considered relevant to the security investigation should be clearly marked and labeled, according to their identification standards. Evidence that has not been preserved with proper care and storage carefulness, may be considered inadmissible if used in a court of law because of the degree ...
2New Security Employee OutlineIntroductionInvestigat.docx
2
New Security Employee Outline
Introduction:
Investigative principles are very important to successful security personnel operational duties and effectiveness when investigating criminally related scenarios. Utilizing proven investigate tactics will enable the newly hired security employee to possess the means for resolving situations that require structured investigative tactics for success. This employee guide provides an overview of key investigative principles for the security professional.
Searching
1. Security employees are expected to conduct search patrols within an investigative manner, to identify possible breaches or suspicious activity in the electronics warehouse. Security searches may include an attempt at tracking trespassers, locating items that may have been lost or stolen as a result of insider theft, and trying to find evidence related to a criminal investigation within the premises.
Interviews
2. Security personnel who have been suspected of any violations up to and including theft, sexual misconduct, sexual harassment, violence, vandalism, or time theft, will be interviewed by the HR department to determine further action. For instances related to theft of any electronics from within the warehouse, a process of elimination will be conducted to determine which employees were actively working during the theft incident, and at which area of the building it occurred at. Employee background and history will be compared against one another to determine the most likely culprit of the offense. “For each interview, you should prepare opening and closing remarks and a set of questions. This does not preclude asking follow up questions during the interview.” (Slater, 2010).
Evidence Overview
3. New employees should be aware of the importance of analyzing and utilizing physical evidence to help determine who is responsible for any crimes possibly associated with them. Damage to warehouse equipment, broken glass, marks on the floor, and any type of stains found, can be associated with physical evidence. Security employees can follow a trail of evidence to aid in determining how, why, and who committed an offense/s within the electronics warehouse. Documentable evidence are other forms of physical evidence that provide a hard copy of verifiable facts, statistics, and associated employee information. During the investigative overview process, investigative security personnel possess the professional capacity to review documentable evidence and compare information acquired to newly relevant information within the investigation.
Evidence Preservation
4. Preserving important evidence is crucial during the investigative process. Items found that are considered relevant to the security investigation should be clearly marked and labeled, according to their identification standards. Evidence that has not been preserved with proper care and storage carefulness, may be considered inadmissible if used in a court of law because of the degree ...
The Science and Art of Cyber Incident Response (with Case Studies)
In this joint presentation for the ISSA-LA Summit X in Los Angeles, Jennifer Rathburn, a cybersecurity and data privacy law expert at Foley & Lardner LLP and William Dixon, Associate Managing Director in Kroll's Cyber Risk practice, highlight three incident response scenarios and tips on breach preparation and response.
To learn more, contact Jennifer or William at:
Jennifer Rathburn, Foley & Lardner LLP
jrathburn@foley.com; 414-297-5864
William Dixon, Kroll, a Division of Duff & Phelps
william.dixon@kroll.com; 213-247-3973
2015 LOMA Conference - Third party risk management - Session 20
The document discusses implementing an effective third party risk management program. It notes diverse challenges companies face including low interest rates, economic issues, and growing cyber threats. It highlights common issues in third party risk management like lack of due diligence and oversight. The document outlines 12 categories of third party risk and presents a framework for assessing risk. It notes how many breaches originate with third parties and examples of companies impacted. The framework involves validating the risk appetite, evaluating inherent risks, controls, and determining the residual risk.
Background screening
This document discusses the importance of developing a thorough background screening policy for employees and extended workforce. It begins by explaining how background screening has become standard practice but can be ineffective without a carefully formulated plan. It then discusses understanding hiring vulnerabilities, closing loopholes for contract workers, and developing a standard policy that requires comprehensive screening for all positions. The policy should specify what checks are required for different roles and comply with legal standards. Overall, the document advocates for a centralized, consistent approach to background screening to protect the organization.
Assets Protection Course_I_BR_1109
This document provides information about multiple security education courses offered by ASIS International, including:
- APC I: Concepts and Methods, a foundational course covering fundamentals of assets protection held in November 2009 in Philadelphia.
- APC II: Practical Applications, a more advanced course applying security principles through case studies and strategies, held in May 2009 in San Francisco.
- APC III, focusing on leadership and management skills for senior security professionals, held in June 2009.
The document outlines the goals, benefits, schedules, locations, costs and registration details for each course. It promotes the courses as opportunities for security professionals to expand their knowledge and networks.
Information system control and audit
This document discusses internal controls for an organization. It begins with definitions of internal control from COSO, including that internal control is a process designed to provide reasonable assurance of achieving objectives related to operations, reporting, and compliance. It then discusses key concepts of internal controls including the five components of the COSO framework: control environment, risk assessment, control activities, information and communication, and monitoring. Specific control activities discussed include separation of duties, documentation, authorization and approvals, and reconciliation and review. The document emphasizes that internal controls should be appropriate and cost-effective for an organization.
Security guard jobs
Security guards are responsible for patrolling, protecting, and safeguarding areas and people to prevent harm, illegal activities, disturbances, or violations of rules. Their main duties include securing areas and personnel through patrols and monitoring equipment. Effective security guards have skills like preventing robberies and losses, documenting incidents, following rules and regulations, communication, problem solving, and public interaction. Most positions require a high school diploma or GED, passing a background check, and obtaining any required state licensing.
CISM_WK_1.pptx
The document discusses the Certified Information Security Manager (CISM) certification and provides information on information security governance. It covers topics such as establishing an information security program, developing a strategy and requirements, governance frameworks, roles and responsibilities, metrics, and legal/regulatory requirements. The CISM certification indicates expertise in information security governance, program development/management, incident management, and risk management.
George CURRICULUM VITAE updated 2016
George Rabothata is applying for the position of Deputy Director of Security Services. He has over 20 years of experience in security, including 10 years in public service security management roles. Currently he is the OHS & Security Manager at the National Empowerment Fund, where he is responsible for overall administration of security services, compliance with relevant legislation, security awareness training, and physical security. He has a diploma in criminal justice and has completed several security-related courses. He has three references who can speak to his qualifications and experience.
CompetencyAnalyze how human resource standards and practices.docx
Competency
Analyze how human resource standards and practices within the healthcare field support organizational mission, visions, and values.
Scenario
Wynn Regional Medical Center (WRMC) is the premier hospital in your area. The hospital has been in your city for over 100 years. Over the past decade, the hospital has been losing money for various reasons, though primarily due to uncompensated care. You were recently hired as the Vice President for Human Resources at WRMC, and part of your responsibilities include presenting historical information to participants of the new employee orientation.
Instructions
Create a PowerPoint presentation detailing the changing nature of the healthcare workforce. The presentation should contain speaker notes for each slide or voiceover narration. The presentation should address the following topics and questions:
Historical information on the changing healthcare workforce
How have legislation and policies changed in the past decade?
How have patient demographics changed in the past decade (baby boomers, generation X, millennials, ethnicities)?
How have patient centric approaches changed in the past decade (use of the Internet and social media to gather health information)?
Challenges associated with the changing healthcare workforce
What are some of the challenges associated with the policy and legislative changes?
What are some challenges associated with demographic changes?
What are some of the challenges associated with patients “researching” their own health instead of going to the doctor?
Current state of healthcare
What have been some of the improvements to the healthcare system over the last decade?
Resources
This
link
has information for creating a PowerPoint presentation.
Here is a
link
to information about adding speaker notes.
Here is a
link
to information about creating a voiceover narration using Screencast-O-Matic.
GRADING RUBRICS:
1.Clear and thorough explanation of the history of the changing healthcare workforce. Includes comprehensive descriptions with multiple supporting examples for each of the SUB-BULLET POINTS.
2. Clear and thorough discussion of the challenges associated with the changing healthcare workforce. Includes comprehensive descriptions with multiple supporting examples for each of the SUB-BULLET POINTS.
3. Comprehensive analysis of the current state of healthcare.
Includes a clear and thorough assessment of improvements to the healthcare system over the last decade and supports assertions with multiple supporting examples.
.
CompetencyAnalyze financial statements to assess performance.docx
Competency
Analyze financial statements to assess performance and to ensure organizational improvement and long-term viability
.
Scenario
In an ongoing effort to explore the feasibility of expanding services into rural areas of the state, leadership at Memorial Hospital has determined that conducting a review of its financial condition will be essential to ensuring the organization’s ability to successfully achieve its expansion goals.
Instructions
The CFO has provided you with a copy of the organization’s
financial statements
. This information will be critical in evaluating the organization’s financial capacity to support the proposed expansion of services into the rural areas of the state.
You are asked to review these financial statements (which include the Income Statement, Statement of Cash Flows, and the Balance Sheet) and prepare an executive summary outlining the financial strength of the organization and evidence to support the expansion. Your executive summary should include the following:
An overview of the issue.
A review of critical financial ratios (Liquidity, Solvency, Profitability, and Efficiency) based on financial statements.
Inferences of forecasts, estimates, interpretations, and conclusions based on the key ratios.
Provide a recommendation based on ration analysis.
Resources
This
link
has information for creating an executive summary.
Grading Rubric:
1.
Comprehensive identification of summary of the issue. Includes multiple examples or supporting details.
2. Clear and thorough review of critical financial ratios--Liquidity, Solvency, Profitability, and Efficiency--based on financial statements. Includes multiple examples or supporting details per topic.
3. Clear and thorough inferences of forecasts, estimates, interpretations, and conclusions based on the key ratios. Includes multiple examples or supporting details per topic.
4. Comprehensive recommendation, based on ration analysis. Includes multiple examples or supporting details.
.
More Related Content
Similar to Black Cotton Apartments (Fictional) Security Guard Black Cotto.docx
Significance of Internal Controls
This document discusses the importance and concepts of internal controls. It defines internal controls as processes put in place by an organization's management to help ensure reasonable assurance of achieving objectives related to operations, reporting, and compliance. The document outlines the COSO definition of internal controls and discusses the objectives of controls in taking CARE of a business through compliance, accomplishing objectives, reliable reporting, efficient operations, and safeguarding assets. It also describes types of controls, business risks, and the five key internal control activities of separation of duties, documentation, authorization and approvals, security of assets, and reconciliation and review.
constructionsafetymanagement[1].pptx
The document discusses various approaches to construction safety management. It outlines the roles and responsibilities of management, safety officers, and employees in ensuring safety. It also describes common safety practices like developing safety manuals, training programs, inspections, and committees. Organizational, physical, behavioral, and economic incentive approaches are recommended to improve safety performance.
Security Proposal for High Profile/Government Individual
This document proposes security solutions for a political campaign, including a security manual, background checks, security training, and an executive protection program. The security manual would outline security procedures and responsibilities. Background checks called W.I.S.C.K would screen personnel. Security awareness training would educate staff on threats, prevention, and proper responses. The executive protection program would provide armed escorts and secure vehicles to protect the principal. The proposals aim to safeguard the campaign's assets, information, reputation and employees.
Best Practices Regarding Technology
Technology is rapidly changing the way lawyers provide services. This is so especially in light of the Covid-19 pandemic, which creates new and different ethical challenges to confidentiality, cyber fraud and securing data, marketing and advertising concerns, and client communications. This webinar will address a myriad of new problems lawyers are facing and some practical suggestions and solutions that arise out of the changing manner and pace of the practice of law. This webinar will also cover several ABA Model Rules of Professional Conduct.
Part of the webinar series: LEGAL ETHICS – BEST PRACTICES 2022
See more at https://www.financialpoise.com/webinars/
Share with the class the most valuable topic or subject area you l.docx
Share with the class the most valuable topic or subject area you learned about during this course and why. When responding to classmates' posts, explain how the topic they chose was also valuable to you. Pick from below topics:
1. Data Security
2. Unions
3. Incentives
4. Appraisals
5. Recruiting
Susan Flammia
This course really influenced my thoughts on how to handle daily operations as being a human resource manager. With given the readings on best practices within the HR function as well as the discussions, I learned a lot. I would have to say that module 4 was my favorite topic, more specifically background investigations. No two companies conduct their investigations the same way and it is interesting to see from least to most in depth background checks. This past January, as the HR Manager, I implemented a new protocol for all new employees as a pre-onboading process where background checks are conducted based on criminal and employment verification. In the past there was only reference verification so by adding the extra layer, we eliminated the "bad apples."
Rachel Arthiste
The most valuable topic I've learned from this class was the article on the Kia recruitment process. Being an administrative assistant for over 15 years and working side by side with recruiting and HR, it was eye opening to see the length Kia went through to reach potential candidates. From setting up computers and work stations at the libraries and schools for those who did not access to ensuring assessments were part of the application process to weed out candidates. There are endless way to recruit and ensure you are reaching an entire population. So many people miss opportunities because they don't have a computer at home or their library has limited resources. Kia made sure they gave everyone an opportunity to apply and gain employment if they qualified.
The company I work for links up with the local colleges in our area and participate in their yearly career fair. They even have a special program to hire these young professional and put them through an extensive training program to learn a role that would have otherwise been unavailable to them due to lack of experience. It is important for businesses and companies to attract talent from all areas and ensure they are being diverse in their recruitment process.
Chapter 6 Best Practices for the Prevention and Detection of Insider Threats
This chapter describes 16 practices, based on existing industry-accepted best practices, providing you with defensive measures that could prevent or facilitate early detection of many of the insider incidents other organizations experienced in the hundreds of cases in the CERT insider threat database.1 1. This chapter includes portions from “Common Sense Guide to Prevention and Detection of Insider Threats 3rd Edition–Version 3.1,” by Dawn Cappelli, Andrew Moore, Randall Trzeciak, and Timothy J. Shimeall. This chapter was written for a diverse audience. Decision.
constructionsafetymanagement-EAA.pdf
This document discusses construction safety management. It covers the roles and responsibilities of various parties in ensuring construction safety such as top management, site managers, supervisors, safety officers, and general employees. It also discusses approaches to improving safety through organizational, physical, and behavioral changes. Key aspects of safety management discussed include developing safety manuals, committees, training programs, inspections, investigations, and incentives.
Construction Safety Management
This document discusses construction safety management. It covers the roles and responsibilities of various parties in ensuring construction safety such as top management, site managers, supervisors, safety officers, and general employees. It also discusses approaches to improving safety through organizational, physical, and behavioral changes. Key aspects of safety management discussed include developing safety manuals, committees, training programs, inspections, investigations, and incentives.
403 9
The document discusses the importance of basic security procedures and personnel protection for transportation facilities. It emphasizes that the security patrol officer is critical for any security scheme and they must be adequately trained. It also covers procedures for vehicle searches, the importance of thorough hiring practices such as background checks, and the need for employee training, indoctrination, and quality assurance programs. Executive protection is also discussed as protecting executives from threats like kidnapping or assassination.
Pre-Employment Screening Best Practices – A Guide
In this ebook we have discussed the most important pre-employment screening best practices that an employer or a HR decision maker needs to follow.
More Information visit our website - https://www.cfirstcorp.com/pre-employment-screening-best-practices-a-guide/
Contractor management section 3 unit 4&5
This document discusses contractor management for a learning course. It covers 5 sections: tender process, licenses and qualifications, permits to work, and workers compensation issues. Key points include developing clear tender documents, evaluating safety considerations in tenders, ensuring contractors have proper licenses and permits, and requiring regular consultation between principal contractors and subcontractors on safety matters.
2New Security Employee OutlineIntroductionInvestigativ.docx
2
New Security Employee Outline
Introduction:
Investigative principles are very important to successful security personnel operational duties and effectiveness when investigating criminally related scenarios. Utilizing proven investigate tactics will enable the newly hired security employee to possess the means for resolving situations that require structured investigative tactics for success. This employee guide provides an overview of key investigative principles for the security professional.
Searching
1. Security employees are expected to conduct search patrols within an investigative manner, to identify possible breaches or suspicious activity in the electronics warehouse. Security searches may include an attempt at tracking trespassers, locating items that may have been lost or stolen as a result of insider theft, and trying to find evidence related to a criminal investigation within the premises.
Interviews
2. Security personnel who have been suspected of any violations up to and including theft, sexual misconduct, sexual harassment, violence, vandalism, or time theft, will be interviewed by the HR department to determine further action. For instances related to theft of any electronics from within the warehouse, a process of elimination will be conducted to determine which employees were actively working during the theft incident, and at which area of the building it occurred at. Employee background and history will be compared against one another to determine the most likely culprit of the offense. “For each interview, you should prepare opening and closing remarks and a set of questions. This does not preclude asking follow up questions during the interview.” (Slater, 2010).
Evidence Overview
3. New employees should be aware of the importance of analyzing and utilizing physical evidence to help determine who is responsible for any crimes possibly associated with them. Damage to warehouse equipment, broken glass, marks on the floor, and any type of stains found, can be associated with physical evidence. Security employees can follow a trail of evidence to aid in determining how, why, and who committed an offense/s within the electronics warehouse. Documentable evidence are other forms of physical evidence that provide a hard copy of verifiable facts, statistics, and associated employee information. During the investigative overview process, investigative security personnel possess the professional capacity to review documentable evidence and compare information acquired to newly relevant information within the investigation.
Evidence Preservation
4. Preserving important evidence is crucial during the investigative process. Items found that are considered relevant to the security investigation should be clearly marked and labeled, according to their identification standards. Evidence that has not been preserved with proper care and storage carefulness, may be considered inadmissible if used in a court of law because of the degree ...
2New Security Employee OutlineIntroductionInvestigat.docx
2
New Security Employee Outline
Introduction:
Investigative principles are very important to successful security personnel operational duties and effectiveness when investigating criminally related scenarios. Utilizing proven investigate tactics will enable the newly hired security employee to possess the means for resolving situations that require structured investigative tactics for success. This employee guide provides an overview of key investigative principles for the security professional.
Searching
1. Security employees are expected to conduct search patrols within an investigative manner, to identify possible breaches or suspicious activity in the electronics warehouse. Security searches may include an attempt at tracking trespassers, locating items that may have been lost or stolen as a result of insider theft, and trying to find evidence related to a criminal investigation within the premises.
Interviews
2. Security personnel who have been suspected of any violations up to and including theft, sexual misconduct, sexual harassment, violence, vandalism, or time theft, will be interviewed by the HR department to determine further action. For instances related to theft of any electronics from within the warehouse, a process of elimination will be conducted to determine which employees were actively working during the theft incident, and at which area of the building it occurred at. Employee background and history will be compared against one another to determine the most likely culprit of the offense. “For each interview, you should prepare opening and closing remarks and a set of questions. This does not preclude asking follow up questions during the interview.” (Slater, 2010).
Evidence Overview
3. New employees should be aware of the importance of analyzing and utilizing physical evidence to help determine who is responsible for any crimes possibly associated with them. Damage to warehouse equipment, broken glass, marks on the floor, and any type of stains found, can be associated with physical evidence. Security employees can follow a trail of evidence to aid in determining how, why, and who committed an offense/s within the electronics warehouse. Documentable evidence are other forms of physical evidence that provide a hard copy of verifiable facts, statistics, and associated employee information. During the investigative overview process, investigative security personnel possess the professional capacity to review documentable evidence and compare information acquired to newly relevant information within the investigation.
Evidence Preservation
4. Preserving important evidence is crucial during the investigative process. Items found that are considered relevant to the security investigation should be clearly marked and labeled, according to their identification standards. Evidence that has not been preserved with proper care and storage carefulness, may be considered inadmissible if used in a court of law because of the degree ...
The Science and Art of Cyber Incident Response (with Case Studies)
In this joint presentation for the ISSA-LA Summit X in Los Angeles, Jennifer Rathburn, a cybersecurity and data privacy law expert at Foley & Lardner LLP and William Dixon, Associate Managing Director in Kroll's Cyber Risk practice, highlight three incident response scenarios and tips on breach preparation and response.
To learn more, contact Jennifer or William at:
Jennifer Rathburn, Foley & Lardner LLP
jrathburn@foley.com; 414-297-5864
William Dixon, Kroll, a Division of Duff & Phelps
william.dixon@kroll.com; 213-247-3973
2015 LOMA Conference - Third party risk management - Session 20
The document discusses implementing an effective third party risk management program. It notes diverse challenges companies face including low interest rates, economic issues, and growing cyber threats. It highlights common issues in third party risk management like lack of due diligence and oversight. The document outlines 12 categories of third party risk and presents a framework for assessing risk. It notes how many breaches originate with third parties and examples of companies impacted. The framework involves validating the risk appetite, evaluating inherent risks, controls, and determining the residual risk.
Background screening
This document discusses the importance of developing a thorough background screening policy for employees and extended workforce. It begins by explaining how background screening has become standard practice but can be ineffective without a carefully formulated plan. It then discusses understanding hiring vulnerabilities, closing loopholes for contract workers, and developing a standard policy that requires comprehensive screening for all positions. The policy should specify what checks are required for different roles and comply with legal standards. Overall, the document advocates for a centralized, consistent approach to background screening to protect the organization.
Assets Protection Course_I_BR_1109
This document provides information about multiple security education courses offered by ASIS International, including:
- APC I: Concepts and Methods, a foundational course covering fundamentals of assets protection held in November 2009 in Philadelphia.
- APC II: Practical Applications, a more advanced course applying security principles through case studies and strategies, held in May 2009 in San Francisco.
- APC III, focusing on leadership and management skills for senior security professionals, held in June 2009.
The document outlines the goals, benefits, schedules, locations, costs and registration details for each course. It promotes the courses as opportunities for security professionals to expand their knowledge and networks.
Information system control and audit
This document discusses internal controls for an organization. It begins with definitions of internal control from COSO, including that internal control is a process designed to provide reasonable assurance of achieving objectives related to operations, reporting, and compliance. It then discusses key concepts of internal controls including the five components of the COSO framework: control environment, risk assessment, control activities, information and communication, and monitoring. Specific control activities discussed include separation of duties, documentation, authorization and approvals, and reconciliation and review. The document emphasizes that internal controls should be appropriate and cost-effective for an organization.
Security guard jobs
Security guards are responsible for patrolling, protecting, and safeguarding areas and people to prevent harm, illegal activities, disturbances, or violations of rules. Their main duties include securing areas and personnel through patrols and monitoring equipment. Effective security guards have skills like preventing robberies and losses, documenting incidents, following rules and regulations, communication, problem solving, and public interaction. Most positions require a high school diploma or GED, passing a background check, and obtaining any required state licensing.
CISM_WK_1.pptx
The document discusses the Certified Information Security Manager (CISM) certification and provides information on information security governance. It covers topics such as establishing an information security program, developing a strategy and requirements, governance frameworks, roles and responsibilities, metrics, and legal/regulatory requirements. The CISM certification indicates expertise in information security governance, program development/management, incident management, and risk management.
George CURRICULUM VITAE updated 2016
George Rabothata is applying for the position of Deputy Director of Security Services. He has over 20 years of experience in security, including 10 years in public service security management roles. Currently he is the OHS & Security Manager at the National Empowerment Fund, where he is responsible for overall administration of security services, compliance with relevant legislation, security awareness training, and physical security. He has a diploma in criminal justice and has completed several security-related courses. He has three references who can speak to his qualifications and experience.
Similar to Black Cotton Apartments (Fictional) Security Guard Black Cotto.docx (20)
Security Proposal for High Profile/Government Individual
Security Proposal for High Profile/Government Individual
Share with the class the most valuable topic or subject area you l.docx
Share with the class the most valuable topic or subject area you l.docx
2New Security Employee OutlineIntroductionInvestigativ.docx
2New Security Employee OutlineIntroductionInvestigativ.docx
2New Security Employee OutlineIntroductionInvestigat.docx
2New Security Employee OutlineIntroductionInvestigat.docx
The Science and Art of Cyber Incident Response (with Case Studies)
The Science and Art of Cyber Incident Response (with Case Studies)
2015 LOMA Conference - Third party risk management - Session 20
2015 LOMA Conference - Third party risk management - Session 20
More from bartholomeocoombs
CompetencyAnalyze how human resource standards and practices.docx
Competency
Analyze how human resource standards and practices within the healthcare field support organizational mission, visions, and values.
Scenario
Wynn Regional Medical Center (WRMC) is the premier hospital in your area. The hospital has been in your city for over 100 years. Over the past decade, the hospital has been losing money for various reasons, though primarily due to uncompensated care. You were recently hired as the Vice President for Human Resources at WRMC, and part of your responsibilities include presenting historical information to participants of the new employee orientation.
Instructions
Create a PowerPoint presentation detailing the changing nature of the healthcare workforce. The presentation should contain speaker notes for each slide or voiceover narration. The presentation should address the following topics and questions:
Historical information on the changing healthcare workforce
How have legislation and policies changed in the past decade?
How have patient demographics changed in the past decade (baby boomers, generation X, millennials, ethnicities)?
How have patient centric approaches changed in the past decade (use of the Internet and social media to gather health information)?
Challenges associated with the changing healthcare workforce
What are some of the challenges associated with the policy and legislative changes?
What are some challenges associated with demographic changes?
What are some of the challenges associated with patients “researching” their own health instead of going to the doctor?
Current state of healthcare
What have been some of the improvements to the healthcare system over the last decade?
Resources
This
link
has information for creating a PowerPoint presentation.
Here is a
link
to information about adding speaker notes.
Here is a
link
to information about creating a voiceover narration using Screencast-O-Matic.
GRADING RUBRICS:
1.Clear and thorough explanation of the history of the changing healthcare workforce. Includes comprehensive descriptions with multiple supporting examples for each of the SUB-BULLET POINTS.
2. Clear and thorough discussion of the challenges associated with the changing healthcare workforce. Includes comprehensive descriptions with multiple supporting examples for each of the SUB-BULLET POINTS.
3. Comprehensive analysis of the current state of healthcare.
Includes a clear and thorough assessment of improvements to the healthcare system over the last decade and supports assertions with multiple supporting examples.
.
CompetencyAnalyze financial statements to assess performance.docx
Competency
Analyze financial statements to assess performance and to ensure organizational improvement and long-term viability
.
Scenario
In an ongoing effort to explore the feasibility of expanding services into rural areas of the state, leadership at Memorial Hospital has determined that conducting a review of its financial condition will be essential to ensuring the organization’s ability to successfully achieve its expansion goals.
Instructions
The CFO has provided you with a copy of the organization’s
financial statements
. This information will be critical in evaluating the organization’s financial capacity to support the proposed expansion of services into the rural areas of the state.
You are asked to review these financial statements (which include the Income Statement, Statement of Cash Flows, and the Balance Sheet) and prepare an executive summary outlining the financial strength of the organization and evidence to support the expansion. Your executive summary should include the following:
An overview of the issue.
A review of critical financial ratios (Liquidity, Solvency, Profitability, and Efficiency) based on financial statements.
Inferences of forecasts, estimates, interpretations, and conclusions based on the key ratios.
Provide a recommendation based on ration analysis.
Resources
This
link
has information for creating an executive summary.
Grading Rubric:
1.
Comprehensive identification of summary of the issue. Includes multiple examples or supporting details.
2. Clear and thorough review of critical financial ratios--Liquidity, Solvency, Profitability, and Efficiency--based on financial statements. Includes multiple examples or supporting details per topic.
3. Clear and thorough inferences of forecasts, estimates, interpretations, and conclusions based on the key ratios. Includes multiple examples or supporting details per topic.
4. Comprehensive recommendation, based on ration analysis. Includes multiple examples or supporting details.
.
CompetencyAnalyze ethical and legal dilemmas that healthcare.docx
Competency
Analyze ethical and legal dilemmas that healthcare workers may encounter in the medical field.
Instructions
You have recently been promoted to Health Services Manager at Three Mountains Regional Hospital, a small hospital located in a mid-size city in the Midwest. Three Mountains is a general medical and surgical facility with 400 beds. Last year there were approximately 62,000 emergency visits and 15,000 admissions. More than 6,000 outpatient and 10,000 inpatient surgeries were performed.
An important aspect of the provider/patient relationship pertains to open communication and trust. Patients want to know that their doctors and the support staff associated with their care understand their wishes and will abide by them. Ideally, these conversations happen well before an emergency or procedure takes place; however, often times this information is missing from a patient's file. As part of Three Mountains' initiative to build trust with their patients, an increased emphasis has been placed on obtaining living wills from the patient as part of the intake process to ensure that the healthcare team has written directives of the patient's wishes in case of incapacitation. You will be creating a living will for a patient and provide educational information as to why the patient should fill it out during the admission process before a procedure.
Introduction:
Explain the definition of a living will and its key components. This section will provide an educational overview of the document for the patient.
Living Will Template:
Create a living will that can serve as a template to the patients. This should cover the basic treatment issues such as resuscitation, feeding tubes, ventilation, organ and tissue donations, etc. Provide instructions in the template that can be easily altered, depending on each patient's wishes.
Summary:
In this section, you will discuss the importance of this document and encourage patients to complete it. Address how this document ensures that a patient's wishes are known and followed by the healthcare team.
NOTE
- APA formatting and proper grammar, punctuation, and form required. APA help is available
here.
.
CompetencyAnalyze ethical and legal dilemmas that healthcare wor.docx
Competency
Analyze ethical and legal dilemmas that healthcare workers may encounter in the medical field.
Instructions
You have recently been promoted to Health Services Manager at Three Mountains Regional Hospital, a small hospital located in a mid-size city in the Midwest. Three Mountains is a general medical and surgical facility with 400 beds. Last year there were approximately 62,000 emergency visits and 15,000 admissions. More than 6,000 outpatient and 10,000 inpatient surgeries were performed.
An important aspect of the provider/patient relationship pertains to open communication and trust. Patients want to know that their doctors and the support staff associated with their care understand their wishes and will abide by them. Ideally, these conversations happen well before an emergency or procedure takes place; however, often times this information is missing from a patient's file. As part of Three Mountains' initiative to build trust with their patients, an increased emphasis has been placed on obtaining living wills from the patient as part of the intake process to ensure that the healthcare team has written directives of the patient's wishes in case of incapacitation. You will be creating a living will for a patient and provide educational information as to why the patient should fill it out during the admission process before a procedure.
Introduction:
Explain the definition of a living will and its key components. This section will provide an educational overview of the document for the patient.
Living Will Template:
Create a living will that can serve as a template to the patients. This should cover the basic treatment issues such as resuscitation, feeding tubes, ventilation, organ and tissue donations, etc. Provide instructions in the template that can be easily altered, depending on each patient's wishes.
Summary:
In this section, you will discuss the importance of this document and encourage patients to complete it. Address how this document ensures that a patient's wishes are known and followed by the healthcare team.
NOTE
- APA formatting and proper grammar, punctuation, and form required.
.
CompetencyAnalyze collaboration tools to support organizatio.docx
Competency
Analyze collaboration tools to support organizational goals.
Scenario
You are a new manager at Elliot Building Supplies International who has seen huge success in managing your global team remotely. This success has been shown in the team outcomes/production and employee satisfaction and engagement. Senior leadership has taken notice of your success and has asked you to create a presentation to share with your peers, who also manage remotely, that explains the best collaboration tools for remote teams. Also, you will explain the best way to manage effectively and create a motivating and satisfying work environment that supports collaboration.
Instructions
You will need to include the following in your PowerPoint presentation.
Presentation welcome/introduction slide.
Collaboration tools that you have used to be successful.
This should include at least 4 different types of tools.
Each type should be explained in detail, along with the benefits it provides.
Critical skills to successfully manage remote employees.
Closing slide to share final thoughts and ideas.
.
Competency Checklist and Professional Development Resources .docx
Competency Checklist and Professional Development Resources
An important and yet often overlooked function of leadership in an early childhood program is the ability to positively influence the people in the program. For this group assignment, consider the characteristics of a leader who can support and lead teachers in reflective teaching. This type of self-reflection is the first step to understanding how a supervisor supports teachers to accomplish their goals through mentoring. For this assignment, your group will need to address the following two components:
Part 1
: Consider the following question as your group completes the competency checklist below: What might be evidence that a teacher leader possesses the competence to also be a mentor? You are encouraged to evenly divide the competencies among your group, so that each member contributes to providing brief examples of interactions while highlighting the characteristic(s) that demonstrates each competency. While this portion can be completed independently, you should then collaborate to ensure that each group member provides feedback before submitting the full collaborative document.
Competency Checklist
Competency
Describe an example of a teacher-leader with children (when acting as a teacher)
Describe an example of a teacher-leader with adults (when acting as a supervisor)
Listens well, does not interrupt, and respects the pace of the other person
Is able to wait for others to discover solutions, form own ideas, and reflect
Asks questions that encourage details
Is aware of and comfortable with his or her feelings and the emotions of others
Is responsive to others
Guides, nurtures, supports, and empathizes
Integrates emotion and intellect
Fosters reflection or wondering by others
Is aware of how others’ reactions affect a process of dialogue and reflection, including sensitivity to bias and cultural context
Is willing to have consistent and predictable meeting times and places
Is flexible and available
Is able to form trusting relationships
Part 2:
Professional Development Resources Document
–Early childhood programs have numerous curriculum options which may contribute to a need to support teachers and staff in a curriculum context they are not familiar with. Therefore, as we prepare to support protégés, we can refer to the National Association of the Education of Young Children core standards for professional development, to promote the use of best practices. These six core standards, briefly describe what early childhood professionals should know and be able to do. After reading each of the
NAEYC Standards for Early Childhood Professional Preparation Programs (Links to an external site.)
, focus on the first four standards:
STANDARD 1.
PROMOTING CHILD DEVELOPMENT AND LEARNING
STANDARD 2.
BUILDING FAMILY AND COMMUNITY RELATIONSHIPS
STANDARD 3.
OBSERVING, DOCUMENTING, AND ASSESSING TO SUPPORT YOUNG CHILDREN AND FAMILIES
STANDARD 4.
US.
Competency 6 Enagage with Communities and Organizations (3 hrs) (1 .docx
This document discusses competency 6 which focuses on engaging with communities and organizations during the COVID-19 situation. Students are asked to explore how their community is addressing citizen needs during the pandemic by consulting with community leaders and organizations. They then need to provide a detailed account of the community needs they identified and how they participated at the community level to help address those needs.
Competency 2 Examine the organizational behavior within busines.docx
Competency 2: Examine the organizational behavior within business systems
Provide the name of the corporation you will be using as the basis for this project.
Provide the organization’s purpose or mission statement.
Describe the organization's industry.
Provide the name and position of the person interviewed during this portion of the assignment (indicate as much pertinent information (e.g., length of service with company, previous roles in the company, educational background, etc.).
Provide the list of interview questions you asked the manager/executive.
Indicate which two - three of the following concepts from this competency that you intend to evaluate the organization/team on and describe the company’s/team’s current situation with each topic you’ve selected:
Motivational theories
Psychological contract
Job design
Use of evaluation, feedback and rewards
Misbehavior
Individual or organizational stress
Provide citations in APA format for any references
.
CompetenciesEvaluate the challenges and benefits of employ.docx
Competencies
Evaluate the challenges and benefits of employing a diverse workforce.
Design a plan for conducting business and managing employees in a global society.
Critique the actions of organizations as they integrate diverse perspectives into their cultures.
Evaluate the role of identity, diverse segments, and cultural backgrounds within organizations.
Attribute different cultural perspectives to current social-cultural dimensions.
Analyze the importance of managing a diverse workforce.
Scenario Information
Your company has been nominated for a national diversity award associated with your efforts and dedication to diversity initiatives in the workplace and their impact on the organization and community. You have been asked to summarize your efforts for the year in a slide presentation for the diversity committee who selects the winner. Be sure to include details of the changes you made in your organization and the impact the changes made.
Instructions
As part of your nomination, you have been asked to create a slide presentation including a voice recording for your entry (Voice Recording not needed). Remember your audience when giving your presentation and include the following slides:
Title slide
Highlighting the importance of workplace diversity
Discussing the points that were included in your diversity plan
Describing how culture and inclusion impact your organization
Providing examples of how diverse workgroups work together in the workplace
Gives examples of strategies used to incorporate Hofstede's cultural dimensions in a global workforce
Provides best practices for managers associated with managing a diverse, global workforce
Conclusion slide that includes a summary of why you should win this award
Any additional, relevant information
References
.
CompetenciesDescribe the supply chain management principle.docx
Competencies
Describe the supply chain management principles through the flow of information, materials, services, and resources.
Analyze the external and internal drivers that influence supply chain principles.
Evaluate supply chain management operational best practices.
Compare the nature of logistics operations and services in both international and domestic contexts.
Apply strategic supply chain management to logistics systems.
Analyze different software systems and technology strategies used in supply chain management.
Scenario
You have just been promoted to Senior Analyst at Mitchell Consulting, a firm that specializes in providing managerial expertise in supply chain management. After completing many assignments under the supervision of a Senior Analyst, your role now allows you to make selections for clients. You are assigned a new client, Scent
Solution
s. Your new manager, Partner Ronda Anderson, has directed you to work on this case and provide analysis and options to resolve the problems directly to the client.
Scent
.
CompetenciesABCDF1.1 Create oral, written, or visual .docx
Competencies
A
B
C
D
F
1.1: Create oral, written, or visual communications appropriate to the audience, purpose, and context.
4 points
Key Criteria: Tailors communication to purpose, context, and target audience. Clearly articulates the thesis and purpose, and supports the thesis and purpose with authentic and appropriate evidence. Provides smooth transitions and leaves no awkward gaps from point to point. Shows coherent progress from the introduction to the conclusion with no unnecessary sections.
3 points
Key Criteria: Tailors communication to purpose, context, and target audience. Articulates the thesis and purpose, and supports the thesis and purpose with authentic and appropriate evidence. Generally provides smooth transitions and leaves few awkward gaps from point to point. Shows identifiable progress from the introduction to the conclusion with no unnecessary sections.
2 points
Key Criteria: Considers the purpose, context, and target audience. Articulates the thesis and purpose, and shows some evidence supporting both. Some transitions are not smooth, and there are occasional gaps or awkward connections from point to point. There is a sense of progress from the introduction through the conclusion, but the organization may not be completely clear.
1 point
Key Criteria: Does not tailor communication well in terms of purpose, context, and target audience. Provides a weak thesis, unclear purpose, and little or no evidence to support points. Transitions may be rough or nonexistent, and there are significant gaps or connections between points that leave sections incomprehensible. Progress from the introduction through the conclusion is difficult to decipher, and there may be some material that is unrelated to thesis and purpose.
0 points
Key Criteria: Does not tailor communication in terms of purpose, context, and target audience. Lacks a good thesis and has little or no evidence to support a thesis. Transitions are rough or nonexistent, and there are few discernable connections from point to point. There is no identifiable progress from the introduction through the conclusion, and/or there is substantial material that is unrelated to thesis and purpose.
1.2: Communicate using appropriate writing conventions, including spelling, grammar, mechanics, word choice, and format.
4 points
Uses a format that is highly appropriate to the writing task and carefully tailors the style and tone to the specific audience. Aligns both the writing style and grammar usage to standards appropriate to the task.
3 points
Uses a format that is appropriate to the writing task and tailors the style and tone to the specific audience. Aligns both the writing style and grammar usage to standards appropriate to the task.
2 points
Generally has a clear purpose, but there may be a gap between the format used and the writing task. Fails to fully align the style and tone to the audience, or fails to fully define the audience for the writing task. Has some style or grammar.
COMPETENCIES734.3.4 Healthcare Utilization and Finance.docx
COMPETENCIES
734.3.4
:
Healthcare Utilization and Finance
The graduate analyzes financial implications related to healthcare delivery, reimbursement, access, and national initiatives.
INTRODUCTION
It is essential that nurses understand the issues related to healthcare financing, including local, state, and national healthcare policies and initiatives that affect healthcare delivery. As a patient advocate, the professional nurse is in a position to work with patients and families to access available resources to meet their healthcare needs.
REQUIREMENTS
Your submission must be your original work. No more than a combined total of 30% of the submission and no more than a 10% match to any one individual source can be directly quoted or closely paraphrased from sources, even if cited correctly. An originality report is provided when you submit your task that can be used as a guide.
You must use the rubric to direct the creation of your submission because it provides detailed criteria that will be used to evaluate your work. Each requirement below may be evaluated by more than one rubric aspect. The rubric aspect titles may contain hyperlinks to relevant portions of the course.
A. Compare the U.S. healthcare system with the healthcare system of Great Britain, Japan, Germany, or Switzerland, by doing the following:
1. Identify
one
country from the following list whose healthcare system you will compare to the U.S. healthcare system: Great Britain, Japan, Germany, or Switzerland.
2. Compare access between the
two
healthcare systems for children, people who are unemployed, and people who are retired.
a. Discuss coverage for medications in the two healthcare systems.
b. Determine the requirements to get a referral to see a specialist in the two healthcare systems.
c. Discuss coverage for preexisting conditions in the two healthcare systems.
3. Explain
two
financial implications for patients with regard to the healthcare delivery differences between the two countries (i.e.; how are the patients financially impacted).
B. Acknowledge sources, using in-text citations and references, for content that is quoted, paraphrased, or summarized.
C. Demonstrate professional communication in the content and presentation of your submission.
File Restrictions
File name may contain only letters, numbers, spaces, and these symbols: ! - _ . * ' ( )
File size limit: 200 MB
File types allowed: doc, docx, rtf, xls, xlsx, ppt, pptx, odt, pdf, txt, qt, mov, mpg, avi, mp3, wav, mp4, wma, flv, asf, mpeg, wmv, m4v, svg, tif, tiff, jpeg, jpg, gif, png, zip, rar, tar, 7z
RUBRIC
A1:COUNTRY TO COMPARE
NOT EVIDENT
A country for comparison is not identified.
APPROACHING COMPETENCE
The identified country for comparison is not from the given list.
COMPETENT
The identified country for comparison is from the given list.
A2:ACCESS
NOT EVIDENT
A comparison of healthcare system access is not provided.
APPROACHING COMPETENCE
The comparison does not acc.
Competencies and KnowledgeWhat competencies were you able to dev.docx
Competencies and Knowledge
What competencies were you able to develop in researching and writing the course Comprehensive Project? How did you leverage knowledge gained in the assignments (Units 1–4) in completing the Comprehensive Project? How will these competencies and knowledge support your career advancement in management
.
Competencies and KnowledgeThis assignment has 2 parts.docx
Competencies and Knowledge
This assignment has 2 parts:
What competencies were you able to develop in researching and writing the course Comprehensive Project? How did you leverage knowledge gained in the intellipath assignments (Units 1- 4) in completing the Comprehensive Project? How will these competencies and knowledge support your career advancement in management?
Discuss the similarities and differences between shareholder wealth maximization and stakeholder wealth maximization.
.
Competencies and KnowledgeThis assignment has 2 partsWhat.docx
Competencies and Knowledge
This assignment has 2 parts:
What competencies were you able to develop in researching and writing the course Comprehensive Project? How did you leverage knowledge gained in the intellipath assignments (Units 1- 4) in completing the Comprehensive Project? How will these competencies and knowledge support your career advancement in management?
Discuss the similarities and differences between shareholder wealth maximization and stakeholder wealth maximization.
.
Competences, Learning Theories and MOOCsRecent Developments.docx
Competences, Learning Theories and MOOCs:
Recent Developments in Lifelong Learning
Karl Steffens
Introduction
We think of our societies as ‘knowledge societies’ in which lifelong learning is
becoming increasingly important. Lifelong learning refers to the idea that people
not only learn in schools and universities, but also in non-formal and informal
ways during their lifespan.The concepts of lifelong learning and lifelong education
began to enter the discourse on educational policies in the late 1960s (Tuijnman
& Boström, 2002). However, these are related, but distinct concepts. As Lee (2014,
p. 472) notes ‘the terminological change (from lifelong education, continuing
education and adult education, to lifelong learning) reflects a conceptual departure
from the idea of organised educational provision to that of a more individualised
pursuit of learning’.
One of the first important documents on lifelong learning was the report of the
International Commission on the Development of Education to UNESCO in
1972, titled ‘Learning to be. The world of education today and tomorrow’. In his
introductory letter to the Director-General of UNESCO, the chairman of the
Commission, Edgar Faure, stated that the work of the Commission was based on
four assumptions (see Elfert pp. and Carneiro pp. in this issue). The first was
related to the idea that there was an international community which was united by
common aspirations and the second was the belief in democracy and in education
as its keystones. The third was ‘that the aim of development is the complete
fulfilment of man, in all the richness of his personality, the complexity of his forms
of expression and his various commitments — as individual, member of a family
and of a community, citizen and producer, inventor of techniques and creative
dreamer’. The last assumption was that ‘only an over-all, lifelong education can
produce the kind of complete man, the need for whom is increasing with the
continually more stringent constraints tearing the individual asunder’ (Faure,
1972, p. vi).
Following the Faure Report, the UNESCO Institute for Education, which
was founded in Germany in 1951, started to focus on lifelong learning and
subsequently became the UNESCO Institute for Lifelong Learning (UIL, http://
uil.unesco.org/home/). It was under its leadership that a formal model of lifelong
education was developed and published in the book ‘Towards a System of Life-
long Education’ (Cropley, 1980). The concept of lifelong learning also became
manifest in the ‘Education for All’ (EFA) agenda that was launched at the World
Conference on Education for All which took place in Jomtien (Thailand) in
1990 (Inter-Agency Commission, 1990). Ten years later, at the World Education
Forum in Dakar (Senegal) in 2000, the Dakar Framework for Action was
designed ‘to enable all individuals to realize their right to learn and to fulfil their
responsibility to contribute to the development of their society’ (UNESCO,
2000, p..
Compensation & Benefits Class 700 words with referencesA stra.docx
Compensation & Benefits Class 700 words with references
A strategic purpose for a well-blended compensation program, one that includes various types of direct compensation, is gaining employee commitment and productivity. One of the most effective tactics for this strategy is designing a process for linking individual achievement to organizational goals.
Prepare a report to senior leaders addressing the following:
·
Explain the concept of tying performance to organizational goals.
·
Describe the different types of individual and group-level performance measurements.
·
What are the advantages and disadvantages of individual versus group-level performance recognition?
·
Discuss the options an organization has to link individual or group monetary rewards to organizational success.
·
Develop recommendations for how to implement, monitor, and evaluate such a program.
.
Compensation, Benefits, Reward & Recognition Plan for V..docx
Compensation, Benefits, Reward & Recognition Plan for V.P. Operations
Learning Team B
HRM 595
December 19, 2017
Rosalie M. Lopez
Running head: COMPENSATION, BENEFITS, REWARD & RECOGNITION PLAN
1
COMPENSATION, BENEFITS, REWARD & RECOGNITION PLAN
2
Compensation, Benefits, Reward & Recognition Plan for V.P. Operations
Introduction
Base Salary Range
For the position of VP of Operations, the National Average Salary is $122,624. In San Francisco, the average is higher and placed at $155,946. This amount is 16% higher than the National Average (Payscale, 2016). The reason for this increase is because of experience and geography. These are the two prime factors that impact the pay scale. Another major factor is the employer. Most employers base their decision to hire an individual on the experience they bring with them. Of course, with more experience, higher pay is required. With our company cutting cost a less experienced individual would be the best fit for the position.
Standard Employee Benefit
In many cases, your employee benefits could be the turning point for a prospective employee. This benefit is a vital portion of any employee packet. These valuable benefits are used as a blanket of security in the case of any sickness, injury, unemployment, old age, or death (Gomez-Mejia, Balkin & Cardy, 2015, p. 362). There is a significant difference between incentives and benefits: benefits are financial and nonfinancial compensations that are indirect to the employee. To have a competitive strategy Blossoms Up! must align their profits with the compensation package that has been already put in place. This action will help provide flexibility to the amount and the benefits available (Gomez-Mejia et al., 2015).
There are also some benefits that most companies are legally obligated to provide. Three benefits are required regardless of the number of employees that the company has. These interests involve social security, workers compensation, and unemployment insurance (Gomez-Mejia et al., 2015). Other laws must be adhered to when dealing with a certain number of individuals. When a company has 50 or more employee they must have the Family and Medical Leave Act in place and since its induction in 2015 the Affordable Care Act for Health Insurance for companies with 20 or more employees. For the health insurance to be considered standard medical, vision and dental plans must be made available to the business. These programs that must be regarded as being under the Health Maintenance Organization (HMO) or a Preferred Provider Organization (PPO) (Gomez-Mejia et al., 2015).
There are some voluntary benefits that we can include. We are already looking into adding a pension package using the Defined Contribution Plan as well as the 401(K) plan (Gomez-Mejia et al., 2015). Life insurance is another excellent benefit that could be added to the package as well as short-term and long-term disability insurance. Adding Vacation and PTO, and Holiday pay is .
Compete the following tablesTheoryKey figuresKey concepts o.docx
Compete the following tables:
Theory
Key figures
Key concepts of personality formation
Explanation of the disordered personality
Scientific credibility
Comprehensiveness
Applicability
Attachment
Complete the following...200-300 words..
Is Freud's theory a viable theory for this century?
Provide reasons for
your
view.
.
Compensation Strategy for Knowledge WorkersTo prepare for this a.docx
The document discusses the importance of physical security for computer and network security. It notes that physical access negates all other security measures, as an attacker can directly access systems if they have physical proximity. It outlines several ways an attacker could exploit physical access, such as using bootable media like LiveCDs to access tools and directly image hard drives. The document emphasizes that physical security is foundational and must be carefully designed and implemented to protect against unauthorized access to systems and data.
More from bartholomeocoombs (20)
CompetencyAnalyze how human resource standards and practices.docx
CompetencyAnalyze how human resource standards and practices.docx
CompetencyAnalyze financial statements to assess performance.docx
CompetencyAnalyze financial statements to assess performance.docx
CompetencyAnalyze ethical and legal dilemmas that healthcare.docx
CompetencyAnalyze ethical and legal dilemmas that healthcare.docx
CompetencyAnalyze ethical and legal dilemmas that healthcare wor.docx
CompetencyAnalyze ethical and legal dilemmas that healthcare wor.docx
CompetencyAnalyze collaboration tools to support organizatio.docx
CompetencyAnalyze collaboration tools to support organizatio.docx
Competency Checklist and Professional Development Resources .docx
Competency Checklist and Professional Development Resources .docx
Competency 6 Enagage with Communities and Organizations (3 hrs) (1 .docx
Competency 6 Enagage with Communities and Organizations (3 hrs) (1 .docx
Competency 2 Examine the organizational behavior within busines.docx
Competency 2 Examine the organizational behavior within busines.docx
CompetenciesEvaluate the challenges and benefits of employ.docx
CompetenciesEvaluate the challenges and benefits of employ.docx
CompetenciesDescribe the supply chain management principle.docx
CompetenciesDescribe the supply chain management principle.docx
CompetenciesABCDF1.1 Create oral, written, or visual .docx
CompetenciesABCDF1.1 Create oral, written, or visual .docx
COMPETENCIES734.3.4 Healthcare Utilization and Finance.docx
COMPETENCIES734.3.4 Healthcare Utilization and Finance.docx
Competencies and KnowledgeWhat competencies were you able to dev.docx
Competencies and KnowledgeWhat competencies were you able to dev.docx
Competencies and KnowledgeThis assignment has 2 parts.docx
Competencies and KnowledgeThis assignment has 2 parts.docx
Competencies and KnowledgeThis assignment has 2 partsWhat.docx
Competencies and KnowledgeThis assignment has 2 partsWhat.docx
Competences, Learning Theories and MOOCsRecent Developments.docx
Competences, Learning Theories and MOOCsRecent Developments.docx
Compensation & Benefits Class 700 words with referencesA stra.docx
Compensation & Benefits Class 700 words with referencesA stra.docx
Compensation, Benefits, Reward & Recognition Plan for V..docx
Compensation, Benefits, Reward & Recognition Plan for V..docx
Compete the following tablesTheoryKey figuresKey concepts o.docx
Compete the following tablesTheoryKey figuresKey concepts o.docx
Compensation Strategy for Knowledge WorkersTo prepare for this a.docx
Compensation Strategy for Knowledge WorkersTo prepare for this a.docx
Recently uploaded
clinical examination of hip joint (1).pdf
described clinical examination all orthopeadic conditions .
Azure Interview Questions and Answers PDF By ScholarHat
Azure Interview Questions and Answers PDF By ScholarHat
Digital Artifact 1 - 10VCD Environments Unit
Digital Artifact 1 - 10VCD Environments Unit - NGV Pavilion Concept Design
Exploiting Artificial Intelligence for Empowering Researchers and Faculty, In...
Exploiting Artificial Intelligence for Empowering Researchers and Faculty, In...Dr. Vinod Kumar Kanvaria
Exploiting Artificial Intelligence for Empowering Researchers and Faculty,
International FDP on Fundamentals of Research in Social Sciences
at Integral University, Lucknow, 06.06.2024
By Dr. Vinod Kumar KanvariaA Survey of Techniques for Maximizing LLM Performance.pptx
A Survey of Techniques for Maximizing LLM Performance
BÀI TẬP BỔ TRỢ TIẾNG ANH 8 CẢ NĂM - GLOBAL SUCCESS - NĂM HỌC 2023-2024 (CÓ FI...
BÀI TẬP BỔ TRỢ TIẾNG ANH 8 CẢ NĂM - GLOBAL SUCCESS - NĂM HỌC 2023-2024 (CÓ FI...Nguyen Thanh Tu Collection
https://app.box.com/s/y977uz6bpd3af4qsebv7r9b7s21935vdMain Java[All of the Base Concepts}.docx
This is part 1 of my Java Learning Journey. This Contains Custom methods, classes, constructors, packages, multithreading , try- catch block, finally block and more.
PCOS corelations and management through Ayurveda.
This presentation includes basic of PCOS their pathology and treatment and also Ayurveda correlation of PCOS and Ayurvedic line of treatment mentioned in classics.
Natural birth techniques - Mrs.Akanksha Trivedi Rama University
Natural birth techniques - Mrs.Akanksha Trivedi Rama UniversityAkanksha trivedi rama nursing college kanpur.
Natural birth techniques are various type such as/ water birth , alexender method, hypnosis, bradley method, lamaze method etcAssessment and Planning in Educational technology.pptx
In an education system, it is understood that assessment is only for the students, but on the other hand, the Assessment of teachers is also an important aspect of the education system that ensures teachers are providing high-quality instruction to students. The assessment process can be used to provide feedback and support for professional development, to inform decisions about teacher retention or promotion, or to evaluate teacher effectiveness for accountability purposes.
Your Skill Boost Masterclass: Strategies for Effective Upskilling
Your Skill Boost Masterclass: Strategies for Effective UpskillingExcellence Foundation for South Sudan
Strategies for Effective Upskilling is a presentation by Chinwendu Peace in a Your Skill Boost Masterclass organisation by the Excellence Foundation for South Sudan on 08th and 09th June 2024 from 1 PM to 3 PM on each day.How to Build a Module in Odoo 17 Using the Scaffold Method
Odoo provides an option for creating a module by using a single line command. By using this command the user can make a whole structure of a module. It is very easy for a beginner to make a module. There is no need to make each file manually. This slide will show how to create a module using the scaffold method.
Types of Herbal Cosmetics its standardization.
Physiology and chemistry of skin and pigmentation, hairs, scalp, lips and nail, Cleansing cream, Lotions, Face powders, Face packs, Lipsticks, Bath products, soaps and baby product,
Preparation and standardization of the following : Tonic, Bleaches, Dentifrices and Mouth washes & Tooth Pastes, Cosmetics for Nails.
Top five deadliest dog breeds in America
Thinking of getting a dog? Be aware that breeds like Pit Bulls, Rottweilers, and German Shepherds can be loyal and dangerous. Proper training and socialization are crucial to preventing aggressive behaviors. Ensure safety by understanding their needs and always supervising interactions. Stay safe, and enjoy your furry friends!
DRUGS AND ITS classification slide share
Any substance (other than food) that is used to prevent, diagnose, treat, or relieve symptoms of a
disease or abnormal condition
Recently uploaded (20)
Liberal Approach to the Study of Indian Politics.pdf
Liberal Approach to the Study of Indian Politics.pdf
Azure Interview Questions and Answers PDF By ScholarHat
Azure Interview Questions and Answers PDF By ScholarHat
Film vocab for eal 3 students: Australia the movie
Film vocab for eal 3 students: Australia the movie
Exploiting Artificial Intelligence for Empowering Researchers and Faculty, In...
Exploiting Artificial Intelligence for Empowering Researchers and Faculty, In...
A Survey of Techniques for Maximizing LLM Performance.pptx
A Survey of Techniques for Maximizing LLM Performance.pptx
BÀI TẬP BỔ TRỢ TIẾNG ANH 8 CẢ NĂM - GLOBAL SUCCESS - NĂM HỌC 2023-2024 (CÓ FI...
BÀI TẬP BỔ TRỢ TIẾNG ANH 8 CẢ NĂM - GLOBAL SUCCESS - NĂM HỌC 2023-2024 (CÓ FI...
Natural birth techniques - Mrs.Akanksha Trivedi Rama University
Natural birth techniques - Mrs.Akanksha Trivedi Rama University
Assessment and Planning in Educational technology.pptx
Assessment and Planning in Educational technology.pptx
Your Skill Boost Masterclass: Strategies for Effective Upskilling
Your Skill Boost Masterclass: Strategies for Effective Upskilling
How to Build a Module in Odoo 17 Using the Scaffold Method
How to Build a Module in Odoo 17 Using the Scaffold Method
Black Cotton Apartments (Fictional) Security Guard Black Cotto.docx
- 1. Black Cotton Apartments (Fictional) Security Guard Black Cotton Apartments in Lake City, FL are comfortable one- and two-bedroom apartment homes. It is a resort-style community with a swimming pool and 24-hr fitness center. It is a gated community with 24-hour security. The security guard team will protect the assigned property, promote and enforce safety and security and act as a visible deterrent against irregular activity. Main Job Tasks, Duties and Responsibilities · patrol designated property to monitor and prevent intrusion, damage, hazards and breaches of security · protect property and tenants from theft, damage, trespassing or accidents · provide a visible presence that enforces safety and security · identify and investigate suspicious behavior, threats and irregular activity · respond to alarms and requests for help · monitor and control entrance and departure of employees and visitors according to prescribed protocol · detect and confront unauthorized persons and violators of security procedures · check property through electronic monitoring systems · enforce relevant laws and regulations pertaining to all individuals on the property · report rule infractions and violations · monitor and prevent movement of prohibited items into and out of property · conduct exterior property checks for maintenance issues, malfunctions or hazards · contact relevant authorities to deal with unlawful or irregular activities · use radio or other communication devices in a clear and concise manner
- 2. · prepare written reports of daily activities, observations and incidents · inspect and test fire and security systems · implement the prescribed emergency plan in case of emergency Education and Experience · High school diploma or GED certificate · State registration/license · current and valid driving license plus a safe driving record · knowledge of state laws and regulations · working knowledge of security operations and safety practices · working knowledge of enforcement policies and procedures · working knowledge of safety equipment · no disqualifying criminal history · be at least 18 years of age and 21 years of age for certain positions Key Skill Requirements · detail-orientated and keen observation skills · good communication skills - verbal and written · integrity and moral fitness · reliability and dependability · able to react appropriately in emergency and high stress situations · able to anticipate, identify and solve problems · judgment and decision making skills · maintain a professional appearance and attitude · flexible to work different schedules · meet physical requirements 1. Describe your job description writing process and why you chose to include the components you chose. Monster (2021) states that a good job description has some critical steps for it to be considered “winning”: · List the everything you require (essentials), in order · Make the description so that the applicant can visualize what
- 3. it’s like to work at your company. · Provide what it would take to succeed at your company I wanted to ensure that the description was simple but included all pertinent information and that the information was given in a logical order (Monster, 2021). This is to ensure that it is clear, and the job is understood by the candidate. When a job description is not clear a potential candidate may pass over the posting. Job description clarity will also mitigate misunderstandings later in the process. Also, the clear job description allows for the candidate’s qualifications and attributes to be compared to the job description itself (Rohr, 2016). 2. Detail a timeline for a job you want to hire for. The posting will stay open for 30 days (may be extended if the right candidate has not been attained.) The process should be a quick and through as possible to not lose the desired candidate. Some positions, due to complexities, may take longer than others, but the process should only take as long as needed. Week 2: Application reviews; select qualified candidates (based on applications and resume) Week 3-4: Conduct pre-interview screening calls Week 5: Conduct interviews with select candidates Week 6: Follow-up interviews Week 7: Offer letters / calls Week 8: Start onboarding 3. Detail who will be involved in the interview process and why. Security Team Lead – the person the candidate will be working with on a regular basis Manager/s – will have interaction with managers on duty Hiring Manager – Administrative purposes 4. Discuss 3-5 questions you would recommend for the initial screening. What industries have you worked in as a security guard? What were your responsibilities in your last security role? What are some types of security systems that you have work
- 4. with? Have you ever dealt with a difficult visitor? What did you do in this situation? Have you ever dealt with a medical issue while on shift? How did you respond? References: How to write a job description. Monster.com. (2021, October 29). Retrieved November 1, 2022, from https://hiring.monster.com/resources/recruiting- strategies/talent-acquisition/how-to-write-a-job-description/ Rohr, S. L. (2016). Harnessing the power of the job description. HUMAN RESOURCE MANAGEMENT INTERNATIONAL DIGEST, 24(06), 8–11. https://doi.org/10.1108/HRMID-09-2015- 0143