Netta Maciver, Principal Reporter, Scottish Children's Reporter Administration, http://www.scra.gov.uk.
Session 5 - Changing Children's Services.
Getting It Right for Every Child: Childhood, Citizenship and Children's Services, Glasgow, 24-26 September 2008.
http://www.iriss.org.uk/conference/girfec
Getting It Right for Every Child: Promoting effective change - Bill AlexanderIriss
Bill Alexander. Head of Children's Services for NHS Highland and Highland Council.
Session 4 - Changing Children's Services.
Getting It Right for Every Child: Childhood, Citizenship and Children's Services, Glasgow, 24-26 September 2008.
http://www.iriss.org.uk/conference/girfec
Scottish Autism Toolbox: Policy Overview - Robin McKendrickIriss
Robin McKendrick, Support for Learning Division, Schools Directorate, Scottish Government. Talking About Autism: Scottish Autism Toolbox conference. Friday 29th May 2009, Jordanhill, Glasgow.
Solving Interprofessional Clinical Scheduling with ScalabilityAjay Arumugam
Presentation regarding experience with ACEMAPP IPE tool at the All Together Better Health conference, one of the premier global conferences on interprofessional education.
In this presentation entitled 'Supporting age-friendly employment' the Centre for Ageing Better's Senior Programme Manager, Jemma Mouland, speaks about the reality of our ageing workforce at the LGA conference 'Skills, employment and inclusive growth: Can we deliver what our local economies need?'.
Netta Maciver, Principal Reporter, Scottish Children's Reporter Administration, http://www.scra.gov.uk.
Session 5 - Changing Children's Services.
Getting It Right for Every Child: Childhood, Citizenship and Children's Services, Glasgow, 24-26 September 2008.
http://www.iriss.org.uk/conference/girfec
Getting It Right for Every Child: Promoting effective change - Bill AlexanderIriss
Bill Alexander. Head of Children's Services for NHS Highland and Highland Council.
Session 4 - Changing Children's Services.
Getting It Right for Every Child: Childhood, Citizenship and Children's Services, Glasgow, 24-26 September 2008.
http://www.iriss.org.uk/conference/girfec
Scottish Autism Toolbox: Policy Overview - Robin McKendrickIriss
Robin McKendrick, Support for Learning Division, Schools Directorate, Scottish Government. Talking About Autism: Scottish Autism Toolbox conference. Friday 29th May 2009, Jordanhill, Glasgow.
Solving Interprofessional Clinical Scheduling with ScalabilityAjay Arumugam
Presentation regarding experience with ACEMAPP IPE tool at the All Together Better Health conference, one of the premier global conferences on interprofessional education.
In this presentation entitled 'Supporting age-friendly employment' the Centre for Ageing Better's Senior Programme Manager, Jemma Mouland, speaks about the reality of our ageing workforce at the LGA conference 'Skills, employment and inclusive growth: Can we deliver what our local economies need?'.
The C Suite, EAP and Organizational Mental HealthCG Hylton Inc.
How Managers Make a Difference in Organizational Health
EAP in the C Suite: Influencing Organizational Health.
The productivity of any organization is dependent on a number of factors: leadership, teamwork, engagement, morale, as well as employee well-being. The EAP, while concentrating on employee mental health and wellness, has the opportunity to link directly into adjacent areas. Why is it problematic? Not only do most organizations fear scrutiny, and change, but employees are mindful that the confidential EAP is there for the employees and their dependents, not so much the employer. They know the EAP is not a vehicle for rants or critiques of the organization, and above all else they are keen not to breach EAP confidentiality. So how does one square this circle?
Reaching beyond the traditional bounds of EAP requires imagination, courage, and a desire for change in organizational culture. Working closely with the Executive team or the Human Resource department, which is always committed to better engage staff and management, the EAP can provide certain baseline information to guide the engagement process. Without compromising confidentiality, the keystone of any EAP, the EAP can at intake or follow up, add in generic quality of workplace, engagement, and job satisfaction questions, where aggregated data to ensure confidentiality, would complement other data gathering processes.
In this way the EAP could serve as a thermometer of corporate health and wellness. Problematic areas could be defined in more detail with a larger employee sample, and further engagement processes with staff developed.
Through staff focus groups, interviews or other engagement sessions, the EAP could lead the charge about broadening the EAP from simply being a mental health and wellness program for employees to a broader mandate.
Traditional EAP clinical usage data, when married to organizational mental health data manifested in a myriad of files relating to critical incidents, lost time accidents, disability claims, prescription drug usage, employee satisfaction survey data, and other employer files, can yield a wealth of knowledge about how to improved employee and corporate health and wellness, along with the bottom line.
The C Suite, EAP and Organizational Mental HealthCG Hylton Inc.
How Managers Make a Difference in Organizational Health
EAP in the C Suite: Influencing Organizational Health.
The productivity of any organization is dependent on a number of factors: leadership, teamwork, engagement, morale, as well as employee well-being. The EAP, while concentrating on employee mental health and wellness, has the opportunity to link directly into adjacent areas. Why is it problematic? Not only do most organizations fear scrutiny, and change, but employees are mindful that the confidential EAP is there for the employees and their dependents, not so much the employer. They know the EAP is not a vehicle for rants or critiques of the organization, and above all else they are keen not to breach EAP confidentiality. So how does one square this circle?
Reaching beyond the traditional bounds of EAP requires imagination, courage, and a desire for change in organizational culture. Working closely with the Executive team or the Human Resource department, which is always committed to better engage staff and management, the EAP can provide certain baseline information to guide the engagement process. Without compromising confidentiality, the keystone of any EAP, the EAP can at intake or follow up, add in generic quality of workplace, engagement, and job satisfaction questions, where aggregated data to ensure confidentiality, would complement other data gathering processes.
In this way the EAP could serve as a thermometer of corporate health and wellness. Problematic areas could be defined in more detail with a larger employee sample, and further engagement processes with staff developed.
Through staff focus groups, interviews or other engagement sessions, the EAP could lead the charge about broadening the EAP from simply being a mental health and wellness program for employees to a broader mandate.
Traditional EAP clinical usage data, when married to organizational mental health data manifested in a myriad of files relating to critical incidents, lost time accidents, disability claims, prescription drug usage, employee satisfaction survey data, and other employer files, can yield a wealth of knowledge about how to improved employee and corporate health and wellness, along with the bottom line.
This presentation educates both students and their families about ADHD and how it
poses difficult obstacles to students making the transition from high school to college.
It covers the changes in the law when they leave high school that further complicate the difficult transition to college. It also addresses how those obstacles can be overcome through a coaching model that provides the structure and accountability to help students realize their potential and maximize their future.
Collaboration and Partnerships among Parents and Professio.docxclarebernice
Collaboration and Partnerships among
Parents and Professionals in Special
Education
INTRODUCTION
Parents are the best supporters of their children
because parents are more aware of their children
and their qualities better than other people.
Hence, parents are vital, particularly, when
talking about the special education needs of the
child.
RIGHTS AND RESPONSIBILITIES OF
FAMILIES IN SPECIAL EDUCATION
Parents need to permit the school to perform an
assessment to their child to determine their
needs based on the IDEA’s special education
services. Parents have the right to be part of the
team that complies with the requirements of the
Evaluation Team Report following the
assessment of the child. Parents have the right to
demand an independent assessment if they are
not in favor of the evaluation system of the
school. Parents also have a right to get involved
on the Individualized Education Program of the
child and aid in deciding the kind of services
that the school should offer to the child.
In addition, the child possesses the right to
obtain services in accordance to IDEA; however,
the parents have the obligation to take part in the
process and make requests. According to IDEA,
the parents will be in-charge of the rights of the
child for due process until the child reaches 18.
INFORMATION AND A TIME LINE OF
THE ETR PROCESS
An ETR can be started by either the guardians or
the school. The school has 30 days to react to the
demand by either getting assent or sending a
letter saying they don't speculate a handicap. On
the off chance that the school at first speculates
an incapacity, they will first contact guardians in
composing, to get consent to direct an
assessment.
The ETR is commonly a progression of no less
than 2 gatherings that is regularly driven by the
school locale's therapist. The initially meeting is
the underlying arranging meeting and the second
is the genuine Evaluation Team Report.
Amid the arranging meeting, the school will
figure out what data is as of now accessible or
requirements an assessment in the ranges
identified with the child's presumed handicaps.
In the event that there is now data accessible
from earlier testing or private testing, the school
may utilize it if the testing was finished in the
most recent year or they can do their own
evaluations. These appraisals will be finished by
people within their territory of forte. An analyst
may do mental/fitness, versatile conduct
appraisal while an Occupational Therapist is the
person who will lead engine evaluations.
General Education Teachers would finish
assessments identified with how the understudy
is gaining ground toward the general training
educational programs.
Everybody ought to leave the ETR arranging
meeting with a firm thought of what testing will
be done, by whom and whether they will watch
the kid, doing appraisal amid schoo ...
The Inclusion Quality Standards is not about the children already successfully included in settings across Preston. Instead, the focus is on increasing opportunities for those children who are still facing disadvantage. Children who may carry labels that lead to negative attitudes, and those treated less fairly – and who consequently participate less fully. More importantly it is about delivering a quality services to all children, one that enables the autonomy that is fundamental to increased life chances.
Running head Week Five Reflection Week Five R.docxjeffsrosalyn
Running head: Week Five Reflection
Week Five Reflection By: Kaylee Shiveley
Abstract
Organizational Behavior is made up of many components, down to the moods, personalities, and communication of an employee. Knowing about how businesses utilizes communication within and leadership will allow the business to reach their goals.
Week Two Reflection
Organizational Behavior is based around multiple concepts, including knowing how to effectively communicate and the affects of leadership in the workplace. .
What’s The Most Worthy? In chapters eleven and twelve we learned communication and leadership. I believe both of these chapters cover extremely important information since businesses rely heavily on good communication and leadership skills. The most worthy of these I believe is leadership. Although communication is just as important, communication can be taught with the right leadership. Leadership in the workplace is one thing; good leadership in the workplace is another. Some benefits of a good leader can include “improved productivity of the workforce, improved ability to succeed under pressure, increased emotional intelligence, improved charisma and seriousness in business operations, growth in confidence in your tem, improved listening and communication skills, increased awareness of diversity in the workforce, improved innovation and creativeness, and a dependable, reliable, competent workforce” (www.rapidboostmarketing.com). With these leadership highlights comes effective communication. Communication is hit on within these leadership goals as well as many other important aspects of a successful business. The Importance of Communication and Leadership Communication and leadership are both important concepts in life alone. Having these skills in the workplace can help with both internal and external factors. Internally, having a good leadership team to teach new employees can help set the expectations for the company. If managers focus on instilling leadership qualities into their employees, the employees will naturally work with a leadership mind set. If everyone in the company is trained this way, the business will reap the benefits externally. If the outsiders of the business can physically see that company doing well, making improvements, and focusing on the future of their business, they are more likely to choose them as a place to give their business to.
How Leadership is used in Society and / or Business
Leadership is something can be instilled into someone at a very young age. Although it may be difficult to see leadership qualities in young children, its noticeable if it’s looked for. Leadership is important in many aspects of life including academics, sports, music, and even your personal life. In school, kids can be leaders for other people their own age. Whether there is group work for a project or a group game at recess, having someone to keep everyone in check and take over and, more or less, be the “boss” of the.
Respond to at least two classmates by Day 7. Discuss any of you.docxisbelsejx0m
Respond to at least two classmates' by Day 7. Discuss any of your own personal insights on collaborating effectively to determine the LRE for a student or ask for clarification from another classmate using an example or illustration to assert your own perspective.
Anita Browner Ware there name
According to IDEA, what do the terms Least Restrictive Environment (LRE) and Free and Appropriate Public Education (FAPE) mean?
LRE environment is when students with disabilities that should be educated to the maximum extent appropriate with peers without disabilities. FAPE requires free education that is appropriate for qualified persons with disability in the school district no matter the extent of the person’s disability.
How does inclusion fit into the big picture of LRE?
Inclusion means all individuals regardless of ability should be able to participate in the same environment with appropriate support, no one is excluded.
Discuss the legal ramifications of the LRE provision as mandated by IDEA, the relative and dynamic properties of LRE, and the collaborative dimension of implementing LRE for students in special education.
”The
case law increasingly uses the LRE standard to require school districts to exhaust attempts to serve students with disabilities in the general education classroom (Keuhne, 1998).
The relative and dynamic properties of LRE makes sure students are placed appropriately and teachers keep in mind that placements for students can change according to the system evaluations. The collaborative dimension of implementing LRE for students in special education makes sure a team of members come together to discuss what is best for the student to successfully learn.
In addition, discuss any personal experiences you may have had as part of an IEP team for a student where LRE was determined, or any insights you might have on ensuring LRE and FAPE for all student. I have not attended an IEP meeting but know that team comes together to discuss goals and strategies to ensure the child is successful in a regular classroom setting.
Elizabeth Holguin there name
LRE is a requirement by the federal law that states that all students with disabilities should receive education to the extent that is most appropriate for them. LRE also requires that students with disabilities receive education in a general classroom, with nondisabled peers and they are not to be removed from regular classes; even when supplemental services and aids are used, unless they cannot achieve education in regular classes satisfactorily (Keuhne, 1998)). FAPE means that children with disabilities will receive the appropriate education under the public school system, with no cost to the parent. IDEA does not define inclusion because it requires school districts to make sure there is an individualized approach to determining the less restrictive environment for students with disabilities. In such as case, inclusion is not implemented as a one-size-fits-all approac.
Participatory Action Research PresentationMike Scott
#curiouscolab Presentation about research methods for CEnR project connecting minority families with their children's schools for increased student success
F5 Foster Care, a small but proud Birmingham based IFA, are thrilled to be growing our team of experienced Independent Assessing Social Workers.
Our service covers predominantly West Midlands, so we are looking for experienced Form F Assessors that are able to cover locations within this area. We pride ourselves on providing all of our applicants a positive experience during assessment (irrelevant of the outcome) and in order to ensure this is continued we will ensure that you have all that you need from our service and ongoing support throughout the assessment.
You will be provided at the outset of allocated cases, all details we have to date from the enquiry process, the contact details for your F5 Foster Care supervisor, dates for your mid point supervision, your QA submission date and proposed Panel date (should the assessment go all the way). Our service will also complete all relevant stage 1 checks (you will be required to verify ID) and support with additional checks that you may feel are appropriate, keeping you updated at all times of their progress. Our team will be on hand to answer any questions that you may have as you travel your assessments with our applicants.
Our ethos within the service is one of support and as such we would fully expect this is something you will embed throughout the time you spend with our applicants. Your key role will revolve around guiding applicants through their fostering assessments, completing thorough and detailed Potential Foster Carer reports (Form F) and accompaniment at their Panel.
Ideally we are looking to recruit ISW's that are not in full time employment elsewhere as we need our Social Workers to be flexible to the needs of our service and to our applicants. Please also note that at this time we are only seeking applications from Social Workers with prior experience of completing Fostering assessments, as part of the recruitment and selection process we will request a copy of an anonymised previously completed report.
We are a passionate team with a real desire to provide a child centered service and a team that that is dedicating to getting it right. If you feel this is the kind of opportunity that you are looking for then we are waiting to hear from you. We pay a flat fee of £2000 (incl travel) per completed Form F (However this is increased to £3000 if you bring the applicant to us). For more information please feel free to apply or alternatively speak with Debbie Bowman on 07943 276086 or Cathy Kubiak on 07793 550677.
Future of Organizational BehaviorContinuing Educati.docxhanneloremccaffery
Future of Organizational Behavior
Continuing Education
How DaVita provides support to its employees for continuing education.
What is the future of organizational behavior
Organizational Behavior Challenges
What does the Future hold for DaVita
Conclusion
Introduction
Organizational behavior (OB) is the study of factors that affect how individuals and groups act in organizations manage their environment.
What is Organizational Behavior
Value of OB: Helps people attain the competencies needed to become effective employees, team leaders or managers.
3
Secure your Future
Gain a Competitive Edge
Become More Marketable
Economic Stability
Advance your Career
The Importance of Continuing Education
Secure your future. People with higher levels of education tend to have better job security—and any credential you earn stays with you for life.
Gain a competitive edge. As more people continue their education, the competition for high paying, stable jobs will increase. Experience combined with education demonstrates to employers your motivation and drive to succeed
Become More Marketable
In addition to a salary boost, skills training could be a bargaining chip in the promotion process Hiring managers offer higher entry-level salaries and more promotion opportunities to those with higher skill levels. Employers may even help fund your classes if you intend to stay with the company
Economic conditions are one of the main reasons driving demand for continuing education, and many people enroll in continuing education programs during recessions. Likewise, during recessions, many workers seek to
improve skills to remain hired or find new job opportunities
Advance Your Career
Management and supervisory positions often require specialized skills. Developing the essential soft skills in communication, problem solving and critical thinking will help you move up the career ladder. Additionally, specialized positions could require specific skills training or the attainment of an industry accepted certification.
4
Scholarship Programs
Tuition Reimbursement
DaVita Children's Foundation
Training Programs
DaVita Continued Education Programs
Redwood Scholars Award (Enhanced)
Up to $25,000 per school year for full-time teammates (up to $5,000 per school year for part-time teammates) working toward a nursing, associate, undergraduate, graduate, Ph.D. or within an approved career path or other job-related degrees; teammates will share in the cost of their education.
Awarded by the Award Selection Committee.
Tuition Reimbursement (Basic)
Up to $3,000 reimbursed to full-time and part-time teammates per calendar year upon successful completion of job-related courses.
The DaVita Children’s Foundation, funded by DaVita, is a scholarship program offered to teammates' children and grandchildren who are enrolled in college or 12th grade and preparing for college entry. It awards scholarships of $1,000 to $3,000 ...
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Read| The latest issue of The Challenger is here! We are thrilled to announce that our school paper has qualified for the NATIONAL SCHOOLS PRESS CONFERENCE (NSPC) 2024. Thank you for your unwavering support and trust. Dive into the stories that made us stand out!
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Antifertility, Toxicity studies as per OECD guidelines
Model Attribute Check Company Auto PropertyCeline George
In Odoo, the multi-company feature allows you to manage multiple companies within a single Odoo database instance. Each company can have its own configurations while still sharing common resources such as products, customers, and suppliers.
Exploiting Artificial Intelligence for Empowering Researchers and Faculty, In...Dr. Vinod Kumar Kanvaria
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Synthetic fiber production is a fascinating and complex field that blends chemistry, engineering, and environmental science. By understanding these aspects, students can gain a comprehensive view of synthetic fiber production, its impact on society and the environment, and the potential for future innovations. Synthetic fibers play a crucial role in modern society, impacting various aspects of daily life, industry, and the environment. ynthetic fibers are integral to modern life, offering a range of benefits from cost-effectiveness and versatility to innovative applications and performance characteristics. While they pose environmental challenges, ongoing research and development aim to create more sustainable and eco-friendly alternatives. Understanding the importance of synthetic fibers helps in appreciating their role in the economy, industry, and daily life, while also emphasizing the need for sustainable practices and innovation.
IEP’s Federal Vs State Guidelines; How to ensure compliance - By Compliance Global Inc.
1. Overview
IEP’s Federal Vs State Guidelines; How to
ensure compliance
Date: Tuesday, October 25th, 2016, Time: 01:00 PM EDT | 10:00 AM PDT
Duration: 90 Minutes
Speaker: Laura S. Hargraves
IDEA sets the groundwork for the IEP process. The Federal Government has established
the process and guidelines for child IEP. There are variations for implementation
between states and districts within the state.
Interpretation of guidelines causes variations. How to ensure that your school is
compliant, providing the best Individualized Education for your students, but not providing
things which are not needed.
Why should you attend?
Understanding the Federal Guidelines along with potential variations allows your IEP
team and school to make the best decisions for your students Special Education. Without
clear understanding and the ability to make concise decisions, the needs of the child can
get lost in the process, or an overzealous parent can obtain Individual Education Plan
services that are neither indicated nor warranted.
In today’s world we need to optimize what we provide without over taxing our systems.
Areas covered in the webinar
During this webinar we will cover what an IEP is per federal guidelines and requirements.
How there might be differences on the state level. It is important to understand where
there is room for differences and what cannot be modified.
We will also look at the responsibilities of the school district and of parents. What
recourse do both school districts and parents have if there is a difference of opinion on
the best way to help a child or if there is a discrepancy in the what each party believes
the services for the child should be. Where does Due Process or dispute resolution occur
within this process and how does that work.
Register Now
2. Learning objective
Know the primary objectives of the IEP process
The Impact of 2004 IDEA
What the Rights of the Parent are
What the Rights of the School are
How to manage a dispute between either Parents and the School District
When an IEP initiates services
When an IEP terminates or ends services
Who will benefit
School District Special Education Personnel
Directors of Special Education
IEP Team Leaders
Speech /Occupational and Physical Therapists
Special Education Teachers
Parents – Advocates
Speaker profile
Laura S. Hargraves MS CCC-SLP, has worked in the healthcare industry for over 25
years. Her background includes working with CMS for Medicare compliance within
Skilled Nursing and Rehab facilities. She has worked with diverse teams to ensure that
they are meeting the standards necessary to foster and support the ever changing
demands for improved compliance and reporting with in the healthcare industry. She has
a strong belief that each organisation benefits from a strong leader who is supported by
the correct team members in all areas of their organisation. Your compliance team is
essential for the strength of your organisation.
For more information, contact support @complianceglobal.us