This document provides information about careers in child protective services social work and family service work. It discusses the basic duties of child protective services social workers, which include assessing reports of child abuse and neglect, assisting children and families in obtaining necessary services, and providing counseling and support services. It also outlines the duties of family service workers, such as providing direct services to families, assessing family stability and safety, and linking families to community resources. The document provides details on the skills, educational requirements, and typical salaries for these social work positions. It also includes an interview with a current social worker discussing the challenges of the job and importance of communication, rapport building, and self-care.
The document discusses the role and responsibilities of employment advisors. It explains that employment advisors help individuals find jobs, provide career advice, and help people overcome barriers to employment. A typical day for an employment advisor involves answering phone calls, writing resumes, meeting with clients, and helping them use job search resources. While rewarding to help people find jobs and reach their potential, the role also has disadvantages like trying to help those with criminal records and dealing with limited employment opportunities. Overall, the document emphasizes the importance of employment advisors in assisting those struggling during difficult economic times.
Career Outlook: Getting back to work: Returning to the labor force after an a...Hub.Careers
Going back to work after taking time off can feel daunting, but this Career Outlook report provides all the information and tools you need to make a smooth transition back into the labor force. This step-by-step guide will show you how and what to do to get your career back on track.
Progress in gender diversity in public relations remains painfully slow in many ways, but Time’s Up for the field. According to The Homes Report, women make up about 70% of the PR workforce, but they only hold about 30% of the top positions in the industry.
The Plank Center hosted a free webinar titled “Women and Leadership in Public Relations.”
The Center’s 2017 Leadership Report Card found that being successful in the field is still challenging for women—the pay gap is real; the opportunity gap is real; and the being-heard-and-respected-gap is real.
The webinar discusses bridging those gaps, including action items for current leaders at all organizational levels. Led by industry professionals:
Julia Hood, founder, Pop-Up Media and AgendaZoom
Jacquie McMahon, senior account executive, Ketchum
Donnalyn Pompper, public relations professor & endowed chair, University of Oregon
Brian Price, corporate communications manager, Starwood Retail Partners
And moderated by Leah Seay, assistant manager, public policy communication, General Motors.
To view the archived webinar, go to The Center's website: http://bit.ly/PlankWebinars
BCEC Television Committee Meeting #4: Expanding Your NetworkRachel Kang
The BCEC Television Committee meeting agenda covered industry news, building your network through informational interviews, networking effectively, and an assignment to schedule an informational interview. Key points included tips for finding contacts on LinkedIn, introducing yourself professionally in emails, preparing questions for informational interviews, following up with thank you notes, and staying in contact with your network. Upcoming events were also announced.
This document provides recommendations for building alumni affinity at Kennedy-King Career College. It defines alumni for students and the career planning center, and explains why affinity matters. Best practices include using newsletters, social media, integrating students, exit preparation, customized events, an alumni website, and mentorship. Measuring affinity in areas like identity, institution, peers, and education can help improve alumni relations. Implementing these recommendations can help the career center get back the 50% of students that attend community colleges.
This document provides information on finding the right job or internship. It discusses using online job sites, employer websites, newspapers, staffing agencies, and career centers to search for opportunities. Networking, having relevant experience through internships, and following up with employers are also emphasized. Specific career paths that may interest college students, like nursing, teaching, and business administration, are highlighted along with typical education requirements and growth projections for each field.
This document provides information on informational interviewing and networking. It defines informational interviewing as an informal conversation with someone currently working in a desired career field to obtain information and advice. The document outlines a 5-step process for conducting informational interviews: 1) Identifying contacts, 2) Initiating contact, 3) Preparing for the interview, 4) Conducting the interview, and 5) Following up. Sample questions are provided to ask during an informational interview covering topics like the nature of the work, work qualifications, working conditions, employment outlook, and referrals. Informational interviews are presented as a way to both research careers and make professional connections.
This document provides guidance on writing resumes for undergraduate students seeking internships, summer jobs, or part-time work. It discusses the importance of gaining career-related experience and lists ways to do so, including internships, cooperative education, summer positions, and part-time jobs. The document also provides tips for resume formatting, content, and areas to highlight for undergraduates, such as relevant coursework and activities. It includes examples of resumes and cover letters targeting different opportunities.
The document discusses the role and responsibilities of employment advisors. It explains that employment advisors help individuals find jobs, provide career advice, and help people overcome barriers to employment. A typical day for an employment advisor involves answering phone calls, writing resumes, meeting with clients, and helping them use job search resources. While rewarding to help people find jobs and reach their potential, the role also has disadvantages like trying to help those with criminal records and dealing with limited employment opportunities. Overall, the document emphasizes the importance of employment advisors in assisting those struggling during difficult economic times.
Career Outlook: Getting back to work: Returning to the labor force after an a...Hub.Careers
Going back to work after taking time off can feel daunting, but this Career Outlook report provides all the information and tools you need to make a smooth transition back into the labor force. This step-by-step guide will show you how and what to do to get your career back on track.
Progress in gender diversity in public relations remains painfully slow in many ways, but Time’s Up for the field. According to The Homes Report, women make up about 70% of the PR workforce, but they only hold about 30% of the top positions in the industry.
The Plank Center hosted a free webinar titled “Women and Leadership in Public Relations.”
The Center’s 2017 Leadership Report Card found that being successful in the field is still challenging for women—the pay gap is real; the opportunity gap is real; and the being-heard-and-respected-gap is real.
The webinar discusses bridging those gaps, including action items for current leaders at all organizational levels. Led by industry professionals:
Julia Hood, founder, Pop-Up Media and AgendaZoom
Jacquie McMahon, senior account executive, Ketchum
Donnalyn Pompper, public relations professor & endowed chair, University of Oregon
Brian Price, corporate communications manager, Starwood Retail Partners
And moderated by Leah Seay, assistant manager, public policy communication, General Motors.
To view the archived webinar, go to The Center's website: http://bit.ly/PlankWebinars
BCEC Television Committee Meeting #4: Expanding Your NetworkRachel Kang
The BCEC Television Committee meeting agenda covered industry news, building your network through informational interviews, networking effectively, and an assignment to schedule an informational interview. Key points included tips for finding contacts on LinkedIn, introducing yourself professionally in emails, preparing questions for informational interviews, following up with thank you notes, and staying in contact with your network. Upcoming events were also announced.
This document provides recommendations for building alumni affinity at Kennedy-King Career College. It defines alumni for students and the career planning center, and explains why affinity matters. Best practices include using newsletters, social media, integrating students, exit preparation, customized events, an alumni website, and mentorship. Measuring affinity in areas like identity, institution, peers, and education can help improve alumni relations. Implementing these recommendations can help the career center get back the 50% of students that attend community colleges.
This document provides information on finding the right job or internship. It discusses using online job sites, employer websites, newspapers, staffing agencies, and career centers to search for opportunities. Networking, having relevant experience through internships, and following up with employers are also emphasized. Specific career paths that may interest college students, like nursing, teaching, and business administration, are highlighted along with typical education requirements and growth projections for each field.
This document provides information on informational interviewing and networking. It defines informational interviewing as an informal conversation with someone currently working in a desired career field to obtain information and advice. The document outlines a 5-step process for conducting informational interviews: 1) Identifying contacts, 2) Initiating contact, 3) Preparing for the interview, 4) Conducting the interview, and 5) Following up. Sample questions are provided to ask during an informational interview covering topics like the nature of the work, work qualifications, working conditions, employment outlook, and referrals. Informational interviews are presented as a way to both research careers and make professional connections.
This document provides guidance on writing resumes for undergraduate students seeking internships, summer jobs, or part-time work. It discusses the importance of gaining career-related experience and lists ways to do so, including internships, cooperative education, summer positions, and part-time jobs. The document also provides tips for resume formatting, content, and areas to highlight for undergraduates, such as relevant coursework and activities. It includes examples of resumes and cover letters targeting different opportunities.
This course is designed to help you solidly prepare for your next interview. It gives you tips on how to anticipate interview questions, offers advice on how to tackle commonly asked questions, and proposes an effective method for structuring answers.
The document provides guidance on networking for career development. It discusses networking basics such as defining networking, becoming a strong networker, and reversing the situation without networking. It covers why, how, when to network, types of networking including actual networking and social networking. Studies show the importance of online reputation and privacy. The bottom line is to connect, mingle, ask, help, follow up, and build relationships through various networking platforms like LinkedIn, Twitter, and Facebook groups.
The document provides guidance on effective recruitment strategies in 2021. It discusses 5 ways to recruit including networking events, social media like LinkedIn, video interviews, hiring freelancers, and using employer review sites. Networking events and LinkedIn are emphasized as ways to access wider networks. Video interviews allow screening candidates remotely. Freelancers provide specialized skills in a cost-effective way. Employer reviews influence potential candidates' perceptions.
Ken Stevens completed Phase 1 of his training with VFG within 10 days of joining. He has over 20 years of experience in corporate finance. His goals in joining VFG include earning $400,000 per year within 5 years to supplement his retirement and help his aging parents. He is passionate about financial literacy education. [/SUMMARY]
Staffing Your Marketing and Communications StrategyLisa Colton
This document summarizes a webinar about staffing marketing and communications positions in synagogues. The webinar included presentations from synagogue staff about their models, a discussion of challenges and benefits, and reflections on developing strategies. Common topics were the need for dedicated expertise, coordinating volunteer and staff roles, and integrating communications planning into organizational efforts.
The document discusses different types of interviews that can be used when hiring candidates. It describes telephone interviews, which allow for quick screening of candidates from a distance to assess personality and communication skills over the phone. It also discusses panel interviews, where multiple interviewers assess a candidate at once to avoid personal biases and get different perspectives. The document provides pros and cons of each approach and tips for how to prepare for different interview styles.
ABE LEVEL 4 FOUNDATION EMPLOYABILITY & SELF DEVELOPMENT Uesd session 07.10.19Caron Gangoo
These are 3 main session of ABE LEVEL 4 UESD delivered by Greenwich University Pakistan-Mauritius main campus in Rodrigues Island (Republic of Mauritius) in October 2019
1) The document provides advice on job searching when your initial efforts are not working, including assessing your search strategy and tactics. It recommends spending less time applying online and more pursuing networking, recruiters, newspapers ads, and direct outreach.
2) When getting interviews but no offers, it suggests doing thorough research on companies and preparing questions to ask. During interviews, listen for fit and give a tailored closing statement expressing interest in the role.
3) Follow-up is key, including sending customized cover letters, keeping records, and calling or emailing to follow-up on applications and introductions from your network. Persistence through multiple tactics can help find hidden jobs and opportunities.
The document summarizes an informational interview with Robyn Reaves, the Administrative Assistant to the President of South Plains College. It discusses the job duties of an administrative assistant based on the interview and an online search. These include answering phones, scheduling meetings, responding to emails, and greeting visitors. The interview highlighted the need to be polite and adaptable, as tasks may change quickly. The document also evaluates if administrative assistant is a good fit based on the interviewer's skills, education, and previous work experience as an admissions clerk.
The document summarizes a presentation on becoming an independent contractor or consultant in IT. It provides an overview of the event agenda which included testimonies from current consultants. It then profiles three speakers - Ken Totten, Ben Binder, and Julia Koelsch - who discussed their experience transitioning to contracting work and considerations for others looking to do the same.
This document summarizes key pieces of advice from the 2014 PRSSA National Conference attended by members of the USF PRSSA chapter. Some of the top tips included: don't be afraid to make mistakes or work in fields you don't love while young, as it's impossible to make a mistake before age 30; networking is critical for career success; show potential employers projects and work samples in an organized portfolio; and when asked about career goals, respond with wanting the interviewer's job. Recent USF graduates also shared their experiences in public relations careers after college.
The document discusses strategies for finding a job in today's tough market. It notes that traditional strategies like responding to ads, networking, and sending resumes are often ineffective. Most opportunities are never advertised. It recommends getting in front of the decision maker by positioning yourself as a solution to their challenges rather than just another job seeker. The goal is to get invited to discuss how you can make a major contribution and help the company meet its challenges.
More Women Of Color Are Ready To Leave The WorkforceFairygodboss
Fairygodboss and nFormation surveyed 800 individuals who identify as Women of Color to learn more about their experiences in the workplace and understand how many of them are planning to leave the workforce and why they're leaving.
Feldman network career insurance final january 2010Debra Feldman
All jobs are temporary. Your networking connections are lifetime career insurance.Over 80% of new hires got their jobs via a referral. Contacts are necessary. Keep the ones you have and promote new relationships.
The document provides details about Hope Crosson's internship at the Matthews House, where she gained experience in various social work roles like advocating, counseling, and researching. Hope reflects on learning the importance of supervision, developing self-care strategies, and continuing her education to advance her social work career. The internship prepared Hope for independent social work practice while seeking ongoing advice and guidance.
This document summarizes a student's career exploration project focused on social work careers. It includes summaries of two potential careers - child, family, and school social workers and substance abuse and behavioral disorder counselors. It also summarizes interviews conducted with professionals in those fields, including a family practice worker. The student reflected that speaking with professionals provided valuable insight and perspective into the challenges of social work and helped solidify their interest in pursuing a career in human services.
The intervention plan aims to help a client named Samantha who is struggling with depression, loneliness, and suicidal thoughts. The social worker will use empathy, active listening skills, and open-ended questions to build rapport with Samantha. The initial focus of the interview will be to assess Samantha's current situation, thoughts, and feelings. The social worker will then close the interview by discussing next steps which may involve counseling, support groups, or other treatment options. The social worker will self-reflect on their communication skills to identify areas for improvement in building engagement and effectively helping clients.
The author attended a career fair at their university to explore employment opportunities, particularly internships, as an international student seeking work authorization in the United States. At the fair, the author observed interactions between students and recruiters, such as the use of body language and small talk, and noted requirements and restrictions that applied to international students. Various companies were present offering internships in different areas to students of all backgrounds.
This document analyzes caseworker turnover in social services, specifically child protective services. It discusses how high turnover rates negatively impact children and strain state budgets. Turnover is estimated to be as high as 90% annually in some areas. Common reasons for leaving include low pay, excessive caseloads of 40-60 cases per worker, and burnout. High turnover means children experience multiple caseworkers, lack of stability, and potential for needs to be overlooked. Recommendations to improve retention include increasing pay, reducing caseloads, providing counseling and training support, offering tuition reimbursement, and keeping workers involved after placement. Addressing turnover could save states money while improving outcomes for children.
Family social workers work with youth, parents, and siblings on rehabilitation, therapy, and education in a family setting. They fill multiple roles to effectively help families and have opportunities for career advancement, prevention, advocacy, outreach, emergency response, and education. Volunteer experience is valuable for gaining qualifications like a bachelor's degree in social services and experience working with client populations.
Family social workers work with youth, parents, and siblings on rehabilitation, therapy, and education in a family setting. They perform core competencies like evaluating needs, providing human services, advocacy, outreach, education, and more. Volunteering provides valuable field experience for those entering health and human services careers. Qualifications include a degree in social work or human services plus relevant experience working with clients. Empathy, communication skills, and understanding how past experiences impact people are also important personal qualifications for social workers.
This portfolio assignment provides samples of work from the student's areas of concentration in their University Studies degree. These include a resume, definition of integrative studies, interdisciplinary metaphor, screenshot of integrative studies homepage, revised personal narrative, and artifacts from each concentration area. The student discusses different portfolio types and chooses to construct a portfolio before graduating to showcase work. In their reflection, the student identifies key course concepts and how their integrative studies degree will help synthesize their public relations, mass communications, and leadership learning.
This course is designed to help you solidly prepare for your next interview. It gives you tips on how to anticipate interview questions, offers advice on how to tackle commonly asked questions, and proposes an effective method for structuring answers.
The document provides guidance on networking for career development. It discusses networking basics such as defining networking, becoming a strong networker, and reversing the situation without networking. It covers why, how, when to network, types of networking including actual networking and social networking. Studies show the importance of online reputation and privacy. The bottom line is to connect, mingle, ask, help, follow up, and build relationships through various networking platforms like LinkedIn, Twitter, and Facebook groups.
The document provides guidance on effective recruitment strategies in 2021. It discusses 5 ways to recruit including networking events, social media like LinkedIn, video interviews, hiring freelancers, and using employer review sites. Networking events and LinkedIn are emphasized as ways to access wider networks. Video interviews allow screening candidates remotely. Freelancers provide specialized skills in a cost-effective way. Employer reviews influence potential candidates' perceptions.
Ken Stevens completed Phase 1 of his training with VFG within 10 days of joining. He has over 20 years of experience in corporate finance. His goals in joining VFG include earning $400,000 per year within 5 years to supplement his retirement and help his aging parents. He is passionate about financial literacy education. [/SUMMARY]
Staffing Your Marketing and Communications StrategyLisa Colton
This document summarizes a webinar about staffing marketing and communications positions in synagogues. The webinar included presentations from synagogue staff about their models, a discussion of challenges and benefits, and reflections on developing strategies. Common topics were the need for dedicated expertise, coordinating volunteer and staff roles, and integrating communications planning into organizational efforts.
The document discusses different types of interviews that can be used when hiring candidates. It describes telephone interviews, which allow for quick screening of candidates from a distance to assess personality and communication skills over the phone. It also discusses panel interviews, where multiple interviewers assess a candidate at once to avoid personal biases and get different perspectives. The document provides pros and cons of each approach and tips for how to prepare for different interview styles.
ABE LEVEL 4 FOUNDATION EMPLOYABILITY & SELF DEVELOPMENT Uesd session 07.10.19Caron Gangoo
These are 3 main session of ABE LEVEL 4 UESD delivered by Greenwich University Pakistan-Mauritius main campus in Rodrigues Island (Republic of Mauritius) in October 2019
1) The document provides advice on job searching when your initial efforts are not working, including assessing your search strategy and tactics. It recommends spending less time applying online and more pursuing networking, recruiters, newspapers ads, and direct outreach.
2) When getting interviews but no offers, it suggests doing thorough research on companies and preparing questions to ask. During interviews, listen for fit and give a tailored closing statement expressing interest in the role.
3) Follow-up is key, including sending customized cover letters, keeping records, and calling or emailing to follow-up on applications and introductions from your network. Persistence through multiple tactics can help find hidden jobs and opportunities.
The document summarizes an informational interview with Robyn Reaves, the Administrative Assistant to the President of South Plains College. It discusses the job duties of an administrative assistant based on the interview and an online search. These include answering phones, scheduling meetings, responding to emails, and greeting visitors. The interview highlighted the need to be polite and adaptable, as tasks may change quickly. The document also evaluates if administrative assistant is a good fit based on the interviewer's skills, education, and previous work experience as an admissions clerk.
The document summarizes a presentation on becoming an independent contractor or consultant in IT. It provides an overview of the event agenda which included testimonies from current consultants. It then profiles three speakers - Ken Totten, Ben Binder, and Julia Koelsch - who discussed their experience transitioning to contracting work and considerations for others looking to do the same.
This document summarizes key pieces of advice from the 2014 PRSSA National Conference attended by members of the USF PRSSA chapter. Some of the top tips included: don't be afraid to make mistakes or work in fields you don't love while young, as it's impossible to make a mistake before age 30; networking is critical for career success; show potential employers projects and work samples in an organized portfolio; and when asked about career goals, respond with wanting the interviewer's job. Recent USF graduates also shared their experiences in public relations careers after college.
The document discusses strategies for finding a job in today's tough market. It notes that traditional strategies like responding to ads, networking, and sending resumes are often ineffective. Most opportunities are never advertised. It recommends getting in front of the decision maker by positioning yourself as a solution to their challenges rather than just another job seeker. The goal is to get invited to discuss how you can make a major contribution and help the company meet its challenges.
More Women Of Color Are Ready To Leave The WorkforceFairygodboss
Fairygodboss and nFormation surveyed 800 individuals who identify as Women of Color to learn more about their experiences in the workplace and understand how many of them are planning to leave the workforce and why they're leaving.
Feldman network career insurance final january 2010Debra Feldman
All jobs are temporary. Your networking connections are lifetime career insurance.Over 80% of new hires got their jobs via a referral. Contacts are necessary. Keep the ones you have and promote new relationships.
The document provides details about Hope Crosson's internship at the Matthews House, where she gained experience in various social work roles like advocating, counseling, and researching. Hope reflects on learning the importance of supervision, developing self-care strategies, and continuing her education to advance her social work career. The internship prepared Hope for independent social work practice while seeking ongoing advice and guidance.
This document summarizes a student's career exploration project focused on social work careers. It includes summaries of two potential careers - child, family, and school social workers and substance abuse and behavioral disorder counselors. It also summarizes interviews conducted with professionals in those fields, including a family practice worker. The student reflected that speaking with professionals provided valuable insight and perspective into the challenges of social work and helped solidify their interest in pursuing a career in human services.
The intervention plan aims to help a client named Samantha who is struggling with depression, loneliness, and suicidal thoughts. The social worker will use empathy, active listening skills, and open-ended questions to build rapport with Samantha. The initial focus of the interview will be to assess Samantha's current situation, thoughts, and feelings. The social worker will then close the interview by discussing next steps which may involve counseling, support groups, or other treatment options. The social worker will self-reflect on their communication skills to identify areas for improvement in building engagement and effectively helping clients.
The author attended a career fair at their university to explore employment opportunities, particularly internships, as an international student seeking work authorization in the United States. At the fair, the author observed interactions between students and recruiters, such as the use of body language and small talk, and noted requirements and restrictions that applied to international students. Various companies were present offering internships in different areas to students of all backgrounds.
This document analyzes caseworker turnover in social services, specifically child protective services. It discusses how high turnover rates negatively impact children and strain state budgets. Turnover is estimated to be as high as 90% annually in some areas. Common reasons for leaving include low pay, excessive caseloads of 40-60 cases per worker, and burnout. High turnover means children experience multiple caseworkers, lack of stability, and potential for needs to be overlooked. Recommendations to improve retention include increasing pay, reducing caseloads, providing counseling and training support, offering tuition reimbursement, and keeping workers involved after placement. Addressing turnover could save states money while improving outcomes for children.
Family social workers work with youth, parents, and siblings on rehabilitation, therapy, and education in a family setting. They fill multiple roles to effectively help families and have opportunities for career advancement, prevention, advocacy, outreach, emergency response, and education. Volunteer experience is valuable for gaining qualifications like a bachelor's degree in social services and experience working with client populations.
Family social workers work with youth, parents, and siblings on rehabilitation, therapy, and education in a family setting. They perform core competencies like evaluating needs, providing human services, advocacy, outreach, education, and more. Volunteering provides valuable field experience for those entering health and human services careers. Qualifications include a degree in social work or human services plus relevant experience working with clients. Empathy, communication skills, and understanding how past experiences impact people are also important personal qualifications for social workers.
This portfolio assignment provides samples of work from the student's areas of concentration in their University Studies degree. These include a resume, definition of integrative studies, interdisciplinary metaphor, screenshot of integrative studies homepage, revised personal narrative, and artifacts from each concentration area. The student discusses different portfolio types and chooses to construct a portfolio before graduating to showcase work. In their reflection, the student identifies key course concepts and how their integrative studies degree will help synthesize their public relations, mass communications, and leadership learning.
Running head DISCUSSION1DISCUSSION3DiscussionINIT.docxtodd271
Running head: DISCUSSION
1
DISCUSSION
3
Discussion
INITIAL POST
Hi, class, it wasn’t easy to come up with a problem, but after thinking for a long night, it was easy to chose one. In my human resource career, I will consider cultural diversity in a professional working environment. I have a weakness in adapting to changes in working environment and the people I find there. The article that I found, and my introduction worked well. However, I still need to add more content to my first paragraph to sound more convincing. Here is my draft:
To: Mary Jones, Chief Human Resources Officer, Johnson & James Health Care Company
From: Desminique Rowell, Human Resource Manager, Johnson & James Health Care Company
Date: September 27, 2018
Subject: Considering Cultural Diversity in Organizations
How often does cultural diversity in organizations affect the way they operate? Globalization and increased customer goods and services demands, have encouraged many organization to venture into the international market to continue expanding their businesses. Organizations must expand their employee base by employing many skilled personnel from different cultural backgrounds. Negative outcomes of cultural integration in workplaces, affect their goods and service delivery. Johnson & James, a global health company cannot assume this fact, as its operation are also affected by cultural diversity. These challenges the companies’ operation in delivering its goods and services, creating a deficit in services and financial surges. The issue can be addressed by the company conducting motivational, leadership and behavioral workshops to enhance diversity training and development.
According to Alhejji et al. (2016), diversity training programs enhances development of employee knowledge, skills, and attitude which enhances culture in a workplace. Many organizations utilize cultural diversity in their workplace to encourage innovation and development of new-problem solving ideas. In an organization setup, employees need to come up with innovative ways of improving service delivery and enhancing customer-employee relationship. Employing personnel from different cultural background provides an organizational frontier to achieve it. However, poor management of cultural diverse teams, can result in a company losing it credibility to the customer purchasing power.
I know I can find a solution to this problem soon.
Here is my question: what can I add to the first paragraph to make it more effective?
Thanks!
Desminique Rowell
Hi, class, it wasn’t easy to come up with a problem, but after thinking for a long night, it was easy to chose one. In my human resource career, I will have to consider cultural diversity in professional environment working problem. I have a weakness in adapting to changes in working environment and the people I find there. The article that I found, and my introduction worked well. However, I still need to add more content to my first paragraph t.
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.
ISO/IEC 27001, ISO/IEC 42001, and GDPR: Best Practices for Implementation and...PECB
Denis is a dynamic and results-driven Chief Information Officer (CIO) with a distinguished career spanning information systems analysis and technical project management. With a proven track record of spearheading the design and delivery of cutting-edge Information Management solutions, he has consistently elevated business operations, streamlined reporting functions, and maximized process efficiency.
Certified as an ISO/IEC 27001: Information Security Management Systems (ISMS) Lead Implementer, Data Protection Officer, and Cyber Risks Analyst, Denis brings a heightened focus on data security, privacy, and cyber resilience to every endeavor.
His expertise extends across a diverse spectrum of reporting, database, and web development applications, underpinned by an exceptional grasp of data storage and virtualization technologies. His proficiency in application testing, database administration, and data cleansing ensures seamless execution of complex projects.
What sets Denis apart is his comprehensive understanding of Business and Systems Analysis technologies, honed through involvement in all phases of the Software Development Lifecycle (SDLC). From meticulous requirements gathering to precise analysis, innovative design, rigorous development, thorough testing, and successful implementation, he has consistently delivered exceptional results.
Throughout his career, he has taken on multifaceted roles, from leading technical project management teams to owning solutions that drive operational excellence. His conscientious and proactive approach is unwavering, whether he is working independently or collaboratively within a team. His ability to connect with colleagues on a personal level underscores his commitment to fostering a harmonious and productive workplace environment.
Date: May 29, 2024
Tags: Information Security, ISO/IEC 27001, ISO/IEC 42001, Artificial Intelligence, GDPR
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Find out more about ISO training and certification services
Training: ISO/IEC 27001 Information Security Management System - EN | PECB
ISO/IEC 42001 Artificial Intelligence Management System - EN | PECB
General Data Protection Regulation (GDPR) - Training Courses - EN | PECB
Webinars: https://pecb.com/webinars
Article: https://pecb.com/article
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Slideshare: http://www.slideshare.net/PECBCERTIFICATION
This presentation includes basic of PCOS their pathology and treatment and also Ayurveda correlation of PCOS and Ayurvedic line of treatment mentioned in classics.
The simplified electron and muon model, Oscillating Spacetime: The Foundation...RitikBhardwaj56
Discover the Simplified Electron and Muon Model: A New Wave-Based Approach to Understanding Particles delves into a groundbreaking theory that presents electrons and muons as rotating soliton waves within oscillating spacetime. Geared towards students, researchers, and science buffs, this book breaks down complex ideas into simple explanations. It covers topics such as electron waves, temporal dynamics, and the implications of this model on particle physics. With clear illustrations and easy-to-follow explanations, readers will gain a new outlook on the universe's fundamental nature.
it describes the bony anatomy including the femoral head , acetabulum, labrum . also discusses the capsule , ligaments . muscle that act on the hip joint and the range of motion are outlined. factors affecting hip joint stability and weight transmission through the joint are summarized.
How to Build a Module in Odoo 17 Using the Scaffold MethodCeline George
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.
This slide is special for master students (MIBS & MIFB) in UUM. Also useful for readers who are interested in the topic of contemporary Islamic banking.
2. Child Protective Services
(CPS) Social Worker
Basic Job Description and Duties:
A Child Protective Services, or CPS, Social worker’s duties would include:
• Assessment and identification or documentation of reported cases of
child abuse and neglect.
• Assisting in finding necessary services to ensure welfare of all
children involved in a case.
• May provide counseling, provide or form support groups, offer and
assist with referrals, assist or facilitate foster placement, assist with
adoptions.
• A CPS social worker would work under a state Agency for social
services, in Vermont we call this agency the Department of Children
and Families (DCF)
For More Information on
Vermont’s Department of
Children and Families Click Here.
(Child, Family, and School Social Workers)
3. What Skills Are Necessary For
Child Protective Services Social Workers?
A person within this position would need the necessary skills in order to
receive reports of suspected abuse or neglect, be able to collect all the
information necessary to investigating any suspected reports, investigate
information through interviews, makes a recommendation on the case
based on gathered information, develops action plans to ensure safety and
wellbeing of child(ren), develop potential improvement plan and provide
resources to the family, coordinates services, reviews foster homes for
approval, and is involved with legal proceedings, a large understanding of
case work policies and procedures, knowledge of child welfare, an
understanding of child development, the ability to create plans, maintain
and organize information, and the ability to communicate effectively with a
variety of personalities
(Vermont)
4. An Interview with a Department of
Children and Families Social Worker
Interview Information
For the interview portion of the
project I asked to interview Molly
McGraw, a social worker for the
Department of Children and
Families in Vermont who has also
had experience working through
other various agencies that
provide family support such as The
Howard Center.
What challenges do you face in
your position?
“Constantly. I always try to be
aware of my privilege and power
while I'm working, especially
because of the kind of work I do.
I'm often working with kids and
families around issues that are
incredibly personal and about
which there can be a lot of stigma
and shame. I try to acknowledge
the power differential out loud
sometimes and to be as
transparent as possible with
families about the work I'm
doing. ”
What Characteristics are Key for
the Position?
“I think you need to have excellent
written and verbal communication
skills. And you have to be able to
be with families and have really
tough conversations with them.
Building rapport is key.”
What does the daily routine or schedule
of your position look like?
“There is honestly no typical day in my
job. Every day is different! The majority
of my time is probably spent on the
phone with clients and service providers.
I also spend lots of time meeting with
clients and on case plans and other
documentation.”
What would be important for
someone new in your position to
know?
“There just an unbelievable amount of
information to take in: the court system,
chain of command, DCF policy, different
programs, etc. The job can get stressful in
general so you have to learn to take care of
yourself and separate yourself from work
when you're not working. Setting limits is
also really important. Turning your work
phone off, etc. Another thing is that the job
can be really heartbreaking. You have to
learn how to cope with that stuff as well,
which can be difficult”
5. Educational Requirements for
CPS Social Worker
Educational Requirements Through
the State of Vermont
Educational requirements within the State of Vermont would include a
Master’s Degree in Social Work with little to no experience; or a Bachelor’s
Degree in Social Work or Human Services with eighteen months human
services casework experience and at least six months of that specifically
working with child and youth casework (Department of Human
Resources).
Pay Scale and Job Availability
The position has a positive national availability projected to have over
100,000 jobs available over the upcoming year, as well as a number of
different positions available within the State of Vermont, in various
different locations around the State, the closest one to Colchester being
Essex Junction. On average in the State of Vermont the position starts at
$20.50 per hour (Vermont). Nationally, the average salary for the position
of Child Protective Services Social Worker is $65,000.00 annually (Child,
Family, and School Social Workers).
(Department of Human Resources).
6. Family Service Worker
Basic Job Description and Duties:
A Child Protective Services, or CPS,
Social worker’s duties would
include:
• Providing direct services as well as education
and support services to children and families.
• Assessing family’s and homes for stability and
safety.
• Assisting in linking clients to community
services and resources, forming and managing
plans, and evaluation and re-evaluation of
plans and client progress.
• Working within client homes and with other
community resources.
• Working on a team with a lead social worker
For More Information on Local Family
Support Services Click Here!
For More Information on Local Family
Support Services Click Here!(Child, Family, and School Social Workers).
7. What Skills Are Necessary for a
Family Service Worker
A person within this position would need necessary skills in order to
provide direct services to children and families, complete case work
documentations as necessary, the ability to communicate with as well as
engage and form positive relationships with children and families, an
understanding of crisis intervention and planning, linking a number of
resources and support, the planning of as well as implementation and re-
evaluation of plans developed for families.
(Vermont)
8. Educational Requirements for a
Family Services Worker
Pay Scale and Job Availability
Educational Requirements through
the State of Vermont
Nationally, many positions that fit this description are offered through state
funded agencies and organizations. Again, this position is estimated to
continue in availability creating over 100,000 job opportunities (Child, Family,
and School Social Workers). Within Vermont, and more locally to Chittenden
County, positions are available through organizations such as Head Start and
The Howard Center. On average within the State of Vermont the position starts
at $21.00 per hour (Vermont). Nationally, the average salary for the position of
Family Service Worker is $30,000 annually (Child, Family, and School Social
Workers).
Educational requirements within the State of Vermont would include at minimum
an Associate of Arts degree in Human Services/Social Services with a minimum of
two years experience working with children and families. Requirements may
become more specific based on the agency that the position is within (Department
of Human Resources).
9. Reflection
Before doing this assignment, what did you know about the types of jobs that existed in the field of social work?
Before doing this assignment I really just saw social work as one sort of fluid position (a social worker). I imagined the position to
be much like the Child Protective Services Social Worker position that I had researched. I didn’t realize how much the work within
social work could vary, I see such differences between these two positions and their missions alone that I am kind of interested
to know what other facets a position in social work may have available.
What surprised you about the information you found? What did you learn that reinforced what you already knew?
I was surprised at the amount of paperwork that is required within both of the social work positions. I gained specific information
through my interview with Molly McGraw where she stated and outlined purposes for some of the different files and the required
paperwork and communication files that need to get done daily. I had envisioned that most of the time would be spent with
clients when it seems that the majority of the time is finding/creating referrals and doing necessary paperwork and filing.
Has doing this project changed your mind about the direction you may take in the field of human services generally or social
work more specifically? If so, how? If not, how did this project help solidify your thinking about the direction you may take in
the field?
It has in a way. This assignment taught me what differences I can see within different positions that are available. I now know to
not only look into the work load, but what type of work and what clients I will be focused on. I am not sure after doing this
assignment if I could work daily with investigating child abuse and neglect reports. It just seems like there would be so many
disheartening cases and information. I would have to really work (at least in the beginning) at creating appropriate boundaries to
avoid burning out from working with some seriously sad cases. I do, however, think that I could work more effectively in a
position where I would be providing support and advocacy to clients and families such as a Family Services Worker. It seems like
I would work best in a position where I would focus on the positive and not necessarily on investigating the negative.
10. Reflection
What connections do you see between the information you learned through the completion of this assignment and the readings and
discussions of social work history, the code of ethics and the standards for cultural competence?
I gained most of my connections to our learning through the interview, which focused more on the reality and of the job and less on
the description and wage statistics. I found a connection between the discussion in our course about working with people of different
cultures and socioeconomic backgrounds as well as a connection between a person’s environment and how it affects them. In reality,
the main focus on both of these positions require that the social worker place a lot of emphasis on the client’s micro environment
(home, personal relationships, friendships, school and education, family relationships and dynamics). Assessments will be done within
these areas to determine a best plan for the client. That really encompasses a lot of what we have talked about in class and how
people respond to their environments.
In your opinion, what is social work? What does it mean to be a social worker? What characteristics, traits, or values are important for
an individual working in this field? What evidence do you have to support your thinking here?
In my opinion social work is the provision of support or advocacy to people (regardless of age, race, gender, or cultural background)
to assist that person in becoming their best self or to get them on a positive track with the resources that have been provided to
them. To be a social worker it means that you will face difficult challenges with your client and assist them with finding supports
necessary while using your outside perspective as well as your knowledge about what is out there for you client. A person in this field
would have to be compassionate, respectful, understanding, organized, have a strong work ethic, and be able to create boundaries to
ensure professionalism.
Evaluate the resources you used as you completed this assignment. What did you find most useful? Why? What was least
useful? Why? What would make this resource better?
I honestly found the interview to be the most useful. It provided me with a snap shot of the job through another person’s eyes, to
know what challenges they faced, and to see their own work and philosophies come through in their answers. I also found the
research on the job descriptions as well as what traits would best suite a position helpful. I had the trickiest time with the pay scales
for each position. It was difficult to find a complete national pay scale and pay scales change so drastically from State to State.
11. Reflection
Describe your process in this assignment (in literal, concrete terms). How did you get started? What steps did you
take to complete this assignment?
To get started I looked into job descriptions for each position (both nationally and locally), I then looked into pay
scales on a national level- but as it was so varying I decided to stick with a more local pay scale within positions
available through local agencies. I looked into interview questions and job advertisements to see what traits would
best suite the position along with job descriptions. Finally, I chose to do the interview portion with a social worker
who has done work with the State of Vermont as well as with a local family support agency which was able to give
me a great perspective on both positions that I had done research on.
What challenges did you encounter through the completion of this project? What went well? What would you
have done differently were you to do this again? What additional resources or supports might be helpful in the
future?
My biggest challenge was finding a good time to do the interview, scheduling can be pretty tricky. The research
went very well, I had few hang ups and was able to clearly find information that would work and was able to
navigate easily through different resources. If I were to do this project again I think I would be interested in doing
the shadowing portion. Due to scheduling difficulties with my current position it just seemed like that may be a very
tricky feat to accomplish. However, I do think it would have been a great learning experience to visualize first hand
the environment of the position as well as get a small glimpse of the actual work load and routines and or
requirements.
12. References
Child, Family, and School Social Workers. (2014, January 1). . Retrieved June 22, 2014, from
www.onetonline.org
Vermont. (2014, January 1). . Retrieved June 22, 2014, from
http://humanresources.vermont.gov/classification_hiring/classification/job_specifications?code=5
02500
Department of Human Resources State of Vermont
http://humanresources.vermont.gov/salary/compensation/pay_charts
Agency of Human Services. (2014, January 1). . Retrieved June 22, 2014, from
http://humanservices.vermont.gov/http://www.onetonline.org/help/bright/21-1021.00
FAQ's about social work in the Family Services Division. (2014, January 1). . Retrieved June 22,
2014, from http://dcf.vermont.gov/careers/social_work/faqs