Letter of Recommendation - Horn
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The Director of Constituent Affairs for the Governor of Illinois wrote a letter of recommendation for Shauna Horn. The letter stated that as a constituent affairs intern, Shauna professionally and patiently assisted Illinois citizens and drafted letters highlighting their achievements. She exceeded expectations by finding additional ways to help constituents and being helpful to others in the office. The director was confident Shauna would succeed in future endeavors due to her strong work ethic and dedication to helping others.
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Introduction to Juanita’s WorldThis continuing scenario.docx
Introduction to Juanita’s World
This continuing scenario will develop further in each module and will capture glimpses of Juanita Espinosa a 24 year old Hispanic woman, who has recently been hired to the position of HR Manager for a regional branch of an international non-profit organization from another non-profit. In her role she was an unpaid intern working on a Bachelors degree thesis. She is highly motivated and embraces their mission to “stamp out hunger among the young and elderly in our lifetime”.
The national organization is doing well but this regional branch is struggling with donations, retaining personnel, and numerous other issues related to motivation, pay, and training. She has been told by the US headquarters that they must show significant improvement in HR related matters within twelve months or the regional office will be closed.
Current staff consists of 30 full time personnel who work in fundraising, transportation, marketing/communications, and HR plus nearly 60 volunteers who work in the same offices as well as directly serving the constituency they are trying to serve.
During this course you will read as Juanita goes about visiting with various paid and unpaid managers during her first week. During these conversations she will hear the good, and the bad. You will assume her personality as she will be taking notes during each visit and will sit down with her notes at the end of the day to reflect and strategize on her priorities and actions that can best drive short term changes in performance that improve the organizations quality and efficiency of services while also building commitment and performance among the paid and volunteer staff.
She has a target date of establishing her priorities and developing her strategic plan from an HR perspective for 5 weeks from her hire date in order to track with the course modules.
Juanita’s World part 2
Yesterday was a bit of a surprise for Juanita as she sensed a gap between what her boss said he wanted and what he conveyed as expectations and limits on her authority. It is now Day 2 and she is excited and ready to go with her early afternoon appointment with fundraising’s Director of Development.
As she is reviewing past reports on fundraising efforts and success a visitor stops in to see her. When Melissa, introduces herself Juanita finds that she is the previous HR Manager who left the organization about 3 months earlier. Juanita perceives this is an ideal time to glean what she can about challenges and opportunities. While speaking with Melissa, Juanita finds out who the real workers are and who just seems to be filling a spot. She learns that since resources are limited they have struggled to find qualified and committed personnel to fill numerous important positions. Juanita finds that the people do care…a lot…about the mission but hardly think beyond their current circumstances and most are discouraged with their perceived lack of impact on their community. When .
Running Head CAPSTONE PROJECT STRATEGIC PLAN1CAPSTONE PROJ.docx
Running Head: CAPSTONE PROJECT: STRATEGIC PLAN
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CAPSTONE PROJECT: STRATEGIC PLAN
3
Capstone Project: Strategic Plan
Student’s Name
Institutional Affiliations
Course
Professor’s Name
Date
Rapid urbanization has put social services such as housing under enormous pressure. Cities have to cope with tremendous inflow of people searching for employment, family ties and immigration. Mumbai city of India is reported to be the most populous of all the cities India with an estimated population of 12.4 million people.
Meghdoot Housing Agency is the chosen organization. It has has to be a clear road map for improvement of the quality of life among the city residents. Being a developing nation, India is struggling with poverty and has one of the most restrictive laws governing housing and real estate sector. It is surprising since huge junk of these laws goes back all the way to the 19th century (UNHSP, 2008). Moving forward, there is need to ensure that the quality of life is elevated and improvement in living conditions amongst the residents of major cities and rural areas (Ahluwalia et al, 2014). This is the primary function of Meghdoot Housing Agency.
In contribution to the improving quality of housing among the residents, Meghdoot Housing Agency should adopt wide ranging reforms which include: Developing strategies that promote development of affordable housing that meets local needs. Besides that, the organization should come up with options for the people with special needs in the city which may include development of exclusive homes for seniors. It order to achieve this, it would be important to form strategic alliances alliances to broaden revenue streams.
The need to keep up with the emerging business trends calls for a well thought plan cutting to accommodate most of it. If implemented well, aforementioned strategies of focus will not only keep agency afloat for the foreseeable future but also help improve the quality of life for the people it serves.
References
Top of Form
Ahluwalia, I.J.,Kanbur , R. .,Mohanty, P.K. (2014).Urbanisation in India: Challenges, Opportunities and the Way Forward. SAGE Publishing India
United Nations Human Settlements Program. (2008). Housing finance mechanisms in India.
Bottom of Form
Introduction to Juanita’s World
This continuing scenario will develop further in each module and will capture glimpses of Juanita Espinosa a 24 year old Hispanic woman, who has recently been hired to the position of HR Manager for a regional branch of an international non-profit organization from another non-profit. In her role she was an unpaid intern working on a Bachelors degree thesis. She is highly motivated and embraces their mission to “stamp out hunger among the young and elderly in our lifetime”.
The national organization is doing well but this regional branch is struggling with donations, retaining personnel, and numerous other issues related to motivation, pay, and training. She has been told by the US he.
This continuing scenario will develop further in each module and w.docx
This continuing scenario will develop further in each module and will capture glimpses of Juanita Espinosa a 24 year old Hispanic woman, who has recently been hired to the position of HR Manager for a regional branch of an international non-profit organization from another non-profit. In her role she was an unpaid intern working on a Bachelors degree thesis. She is highly motivated and embraces their mission to “stamp out hunger among the young and elderly in our lifetime”.
The national organization is doing well but this regional branch is struggling with donations, retaining personnel, and numerous other issues related to motivation, pay, and training. She has been told by the US headquarters that they must show significant improvement in HR related matters within twelve months or the regional office will be closed.
Current staff consists of 30 full time personnel who work in fundraising, transportation, marketing/communications, and HR plus nearly 60 volunteers who work in the same offices as well as directly serving the constituency they are trying to serve.
During this course you will read as Juanita goes about visiting with various paid and unpaid managers during her first week. During these conversations she will hear the good, and the bad. You will assume her personality as she will be taking notes during each visit and will sit down with her notes at the end of the day to reflect and strategize on her priorities and actions that can best drive short term changes in performance that improve the organizations quality and efficiency of services while also building commitment and performance among the paid and volunteer staff.
She has a target date of establishing her priorities and developing her strategic plan from an HR perspective for 5 weeks from her hire date in order to track with the course modules.
Juanita is meeting with her new boss, Rich Ryblessi, the Director of Regional Services. Rich highlights his concerns in the following areas: analysis and design of work, recruitment and selection, training and development, performance management, compensation and benefits, employee relations, personnel policies, compliance with laws, and strategies for supporting the mission.
At the end of the meeting Juanita returns to her office and reflects on the meeting. As best as she can determine, HR has typically been relegated to simply processing paperwork and counseling people who had questions about issues like health insurance and paychecks. And although Rich has identified many important areas for HR, Juanita senses that he really expects no more from her than he did of the previous HR Manager. However, Juanita believes she can and should contribute more to the mission and vision and can help Rich overcome a number of challenges.
Consider these reflective questions as you will discuss them further in your assignments:
1. What skills might Juanita have to develop to better fulfill her role?
2. How might Juanita engage line managers to be ...
Bahati Ansari
Bahati Ansari is being recommended for the position of Executive Director of the African American Cultural Association. The letter outlines Bahati's experience as an innovative leader committed to enhancing the lives of all students, especially those at risk. As a leader in her community, Bahati was instrumental in creating training to ensure educators had the tools to help all students succeed. She also helped create a successful conference on closing achievement gaps. The letter highlights that Bahati has strong social justice values, deep knowledge in areas like achievement gaps and early childhood development, and strong relationship skills to implement visions and missions.
Introduction to Juanita’s WorldThis continuing scenario will d.docx
Introduction to Juanita’s World
This continuing scenario will develop further in each module and will capture glimpses of Juanita Espinosa a 24 year old Hispanic woman, who has recently been hired to the position of HR Manager for a regional branch of an international non-profit organization from another non-profit. In her role she was an unpaid intern working on a Bachelors degree thesis. She is highly motivated and embraces their mission to “stamp out hunger among the young and elderly in our lifetime”.
The national organization is doing well but this regional branch is struggling with donations, retaining personnel, and numerous other issues related to motivation, pay, and training. She has been told by the US headquarters that they must show significant improvement in HR related matters within twelve months or the regional office will be closed.
Current staff consists of 30 full time personnel who work in fundraising, transportation, marketing/communications, and HR plus nearly 60 volunteers who work in the same offices as well as directly serving the constituency they are trying to serve.
During this course you will read as Juanita goes about visiting with various paid and unpaid managers during her first week. During these conversations she will hear the good, and the bad. You will assume her personality as she will be taking notes during each visit and will sit down with her notes at the end of the day to reflect and strategize on her priorities and actions that can best drive short term changes in performance that improve the organizations quality and efficiency of services while also building commitment and performance among the paid and volunteer staff.
She has a target date of establishing her priorities and developing her strategic plan from an HR perspective for 5 weeks from her hire date in order to track with the course modules.
Juanita’s World part 1
Juanita is meeting with her new boss, Rich Ryblessi, the Director of Regional Services. Rich highlights his concerns in the following areas: analysis and design of work, recruitment and selection, training and development, performance management, compensation and benefits, employee relations, personnel policies, compliance with laws, and strategies for supporting the mission.
At the end of the meeting Juanita returns to her office and reflects on the meeting. As best as she can determine, HR has typically been relegated to simply processing paperwork and counseling people who had questions about issues like health insurance and paychecks. And although Rich has identified many important areas for HR, Juanita senses that he really expects no more from her than he did of the previous HR Manager. However, Juanita believes she can and should contribute more to the mission and vision and can help Rich overcome a number of challenges.
Consider these reflective questions as you will discuss them further in your assignments:
1. What skills might Juanita have to develop to better fulfill .
Testimonial- Lesson learnt manual
This document contains 6 case studies from the "More than a Third" project in Kenya that aimed to enhance women's participation in elective offices. The case studies profile different women leaders and their experiences:
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Introduction to Juanita’s WorldThis continuing scenario.docx
Introduction to Juanita’s World
This continuing scenario will develop further in each module and will capture glimpses of Juanita Espinosa a 24 year old Hispanic woman, who has recently been hired to the position of HR Manager for a regional branch of an international non-profit organization from another non-profit. In her role she was an unpaid intern working on a Bachelors degree thesis. She is highly motivated and embraces their mission to “stamp out hunger among the young and elderly in our lifetime”.
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Current staff consists of 30 full time personnel who work in fundraising, transportation, marketing/communications, and HR plus nearly 60 volunteers who work in the same offices as well as directly serving the constituency they are trying to serve.
During this course you will read as Juanita goes about visiting with various paid and unpaid managers during her first week. During these conversations she will hear the good, and the bad. You will assume her personality as she will be taking notes during each visit and will sit down with her notes at the end of the day to reflect and strategize on her priorities and actions that can best drive short term changes in performance that improve the organizations quality and efficiency of services while also building commitment and performance among the paid and volunteer staff.
She has a target date of establishing her priorities and developing her strategic plan from an HR perspective for 5 weeks from her hire date in order to track with the course modules.
Juanita’s World part 2
Yesterday was a bit of a surprise for Juanita as she sensed a gap between what her boss said he wanted and what he conveyed as expectations and limits on her authority. It is now Day 2 and she is excited and ready to go with her early afternoon appointment with fundraising’s Director of Development.
As she is reviewing past reports on fundraising efforts and success a visitor stops in to see her. When Melissa, introduces herself Juanita finds that she is the previous HR Manager who left the organization about 3 months earlier. Juanita perceives this is an ideal time to glean what she can about challenges and opportunities. While speaking with Melissa, Juanita finds out who the real workers are and who just seems to be filling a spot. She learns that since resources are limited they have struggled to find qualified and committed personnel to fill numerous important positions. Juanita finds that the people do care…a lot…about the mission but hardly think beyond their current circumstances and most are discouraged with their perceived lack of impact on their community. When .
Running Head CAPSTONE PROJECT STRATEGIC PLAN1CAPSTONE PROJ.docx
Running Head: CAPSTONE PROJECT: STRATEGIC PLAN
1
CAPSTONE PROJECT: STRATEGIC PLAN
3
Capstone Project: Strategic Plan
Student’s Name
Institutional Affiliations
Course
Professor’s Name
Date
Rapid urbanization has put social services such as housing under enormous pressure. Cities have to cope with tremendous inflow of people searching for employment, family ties and immigration. Mumbai city of India is reported to be the most populous of all the cities India with an estimated population of 12.4 million people.
Meghdoot Housing Agency is the chosen organization. It has has to be a clear road map for improvement of the quality of life among the city residents. Being a developing nation, India is struggling with poverty and has one of the most restrictive laws governing housing and real estate sector. It is surprising since huge junk of these laws goes back all the way to the 19th century (UNHSP, 2008). Moving forward, there is need to ensure that the quality of life is elevated and improvement in living conditions amongst the residents of major cities and rural areas (Ahluwalia et al, 2014). This is the primary function of Meghdoot Housing Agency.
In contribution to the improving quality of housing among the residents, Meghdoot Housing Agency should adopt wide ranging reforms which include: Developing strategies that promote development of affordable housing that meets local needs. Besides that, the organization should come up with options for the people with special needs in the city which may include development of exclusive homes for seniors. It order to achieve this, it would be important to form strategic alliances alliances to broaden revenue streams.
The need to keep up with the emerging business trends calls for a well thought plan cutting to accommodate most of it. If implemented well, aforementioned strategies of focus will not only keep agency afloat for the foreseeable future but also help improve the quality of life for the people it serves.
References
Top of Form
Ahluwalia, I.J.,Kanbur , R. .,Mohanty, P.K. (2014).Urbanisation in India: Challenges, Opportunities and the Way Forward. SAGE Publishing India
United Nations Human Settlements Program. (2008). Housing finance mechanisms in India.
Bottom of Form
Introduction to Juanita’s World
This continuing scenario will develop further in each module and will capture glimpses of Juanita Espinosa a 24 year old Hispanic woman, who has recently been hired to the position of HR Manager for a regional branch of an international non-profit organization from another non-profit. In her role she was an unpaid intern working on a Bachelors degree thesis. She is highly motivated and embraces their mission to “stamp out hunger among the young and elderly in our lifetime”.
The national organization is doing well but this regional branch is struggling with donations, retaining personnel, and numerous other issues related to motivation, pay, and training. She has been told by the US he.
This continuing scenario will develop further in each module and w.docx
This continuing scenario will develop further in each module and will capture glimpses of Juanita Espinosa a 24 year old Hispanic woman, who has recently been hired to the position of HR Manager for a regional branch of an international non-profit organization from another non-profit. In her role she was an unpaid intern working on a Bachelors degree thesis. She is highly motivated and embraces their mission to “stamp out hunger among the young and elderly in our lifetime”.
The national organization is doing well but this regional branch is struggling with donations, retaining personnel, and numerous other issues related to motivation, pay, and training. She has been told by the US headquarters that they must show significant improvement in HR related matters within twelve months or the regional office will be closed.
Current staff consists of 30 full time personnel who work in fundraising, transportation, marketing/communications, and HR plus nearly 60 volunteers who work in the same offices as well as directly serving the constituency they are trying to serve.
During this course you will read as Juanita goes about visiting with various paid and unpaid managers during her first week. During these conversations she will hear the good, and the bad. You will assume her personality as she will be taking notes during each visit and will sit down with her notes at the end of the day to reflect and strategize on her priorities and actions that can best drive short term changes in performance that improve the organizations quality and efficiency of services while also building commitment and performance among the paid and volunteer staff.
She has a target date of establishing her priorities and developing her strategic plan from an HR perspective for 5 weeks from her hire date in order to track with the course modules.
Juanita is meeting with her new boss, Rich Ryblessi, the Director of Regional Services. Rich highlights his concerns in the following areas: analysis and design of work, recruitment and selection, training and development, performance management, compensation and benefits, employee relations, personnel policies, compliance with laws, and strategies for supporting the mission.
At the end of the meeting Juanita returns to her office and reflects on the meeting. As best as she can determine, HR has typically been relegated to simply processing paperwork and counseling people who had questions about issues like health insurance and paychecks. And although Rich has identified many important areas for HR, Juanita senses that he really expects no more from her than he did of the previous HR Manager. However, Juanita believes she can and should contribute more to the mission and vision and can help Rich overcome a number of challenges.
Consider these reflective questions as you will discuss them further in your assignments:
1. What skills might Juanita have to develop to better fulfill her role?
2. How might Juanita engage line managers to be ...
Bahati Ansari
Bahati Ansari is being recommended for the position of Executive Director of the African American Cultural Association. The letter outlines Bahati's experience as an innovative leader committed to enhancing the lives of all students, especially those at risk. As a leader in her community, Bahati was instrumental in creating training to ensure educators had the tools to help all students succeed. She also helped create a successful conference on closing achievement gaps. The letter highlights that Bahati has strong social justice values, deep knowledge in areas like achievement gaps and early childhood development, and strong relationship skills to implement visions and missions.
Introduction to Juanita’s WorldThis continuing scenario will d.docx
Introduction to Juanita’s World
This continuing scenario will develop further in each module and will capture glimpses of Juanita Espinosa a 24 year old Hispanic woman, who has recently been hired to the position of HR Manager for a regional branch of an international non-profit organization from another non-profit. In her role she was an unpaid intern working on a Bachelors degree thesis. She is highly motivated and embraces their mission to “stamp out hunger among the young and elderly in our lifetime”.
The national organization is doing well but this regional branch is struggling with donations, retaining personnel, and numerous other issues related to motivation, pay, and training. She has been told by the US headquarters that they must show significant improvement in HR related matters within twelve months or the regional office will be closed.
Current staff consists of 30 full time personnel who work in fundraising, transportation, marketing/communications, and HR plus nearly 60 volunteers who work in the same offices as well as directly serving the constituency they are trying to serve.
During this course you will read as Juanita goes about visiting with various paid and unpaid managers during her first week. During these conversations she will hear the good, and the bad. You will assume her personality as she will be taking notes during each visit and will sit down with her notes at the end of the day to reflect and strategize on her priorities and actions that can best drive short term changes in performance that improve the organizations quality and efficiency of services while also building commitment and performance among the paid and volunteer staff.
She has a target date of establishing her priorities and developing her strategic plan from an HR perspective for 5 weeks from her hire date in order to track with the course modules.
Juanita’s World part 1
Juanita is meeting with her new boss, Rich Ryblessi, the Director of Regional Services. Rich highlights his concerns in the following areas: analysis and design of work, recruitment and selection, training and development, performance management, compensation and benefits, employee relations, personnel policies, compliance with laws, and strategies for supporting the mission.
At the end of the meeting Juanita returns to her office and reflects on the meeting. As best as she can determine, HR has typically been relegated to simply processing paperwork and counseling people who had questions about issues like health insurance and paychecks. And although Rich has identified many important areas for HR, Juanita senses that he really expects no more from her than he did of the previous HR Manager. However, Juanita believes she can and should contribute more to the mission and vision and can help Rich overcome a number of challenges.
Consider these reflective questions as you will discuss them further in your assignments:
1. What skills might Juanita have to develop to better fulfill .
Testimonial- Lesson learnt manual
This document contains 6 case studies from the "More than a Third" project in Kenya that aimed to enhance women's participation in elective offices. The case studies profile different women leaders and their experiences:
1) Case Study One profiles Hellen, a single mother and teacher who faced stigma but was elected as a union leader despite rumors spread about her.
2) Case Study Two features Maurine who started a community organization but faced backlash, and then got involved in politics after organizing a protest, becoming a political party deputy organizer.
3) Case Study Three is about Miriam who actively campaigned for an opposing political party candidate and faced threats and safety issues as a result.
4) Case
Assignment 2 Human Resource and Organization PerformanceEffective.docx
Assignment 2: Human Resource and Organization Performance
Effective management of human resources contributes to mission accomplishment and vision achievement. Given that a vision is the future preferred status for an organization, it is critical to align people with the processes and resources necessary to propel the organization forward. As easy as this may seem to the uninformed, there are many challenges as pressure is applied to consistently reduce costs while delivering superior goods and or services.
Whether you are part of a small entrepreneurial start up, a civil servant with a mature and large government entity, or a volunteer for a non-profit organization, someone is fulfilling the role of HR oversight. No matter what type of organization you are working for the HR functions typically associated with building human capital are: analysis and design of work, recruitment and selection, training and development, performance management, compensation and benefits, employee relations, personnel policies, compliance with laws, and strategies for supporting the mission.
This assignment is designed to integrate the reflection of personal experience, and the information covered in the textbook. Assuming you are Juanita, answer the following questions:
How can human resource management strategically contribute to the organization’s mission and vision on a daily basis?
What skills might Juanita have to develop to better fulfill her role?
How might Juanita engage line managers to become more involved in what has traditionally been HR’s function in this organization? Why?
Which aspects of human resource management would she want to entrust to specialists? Why?
By
Saturday, March 15, 2014
submit your response to the appropriate
Discussion Area
. Use the same
Discussion Area
to comment on your classmates' submissions and continue the discussion until
Wednesday, March 19, 2014
. Comment on how your classmates would address differing views
Introduction to Juanita’s World
This continuing scenario will develop further in each module and will capture glimpses of Juanita Espinosa a 24 year old Hispanic woman, who has recently been hired to the position of HR Manager for a regional branch of an international non-profit organization from another non-profit. In her role she was an unpaid intern working on a Bachelors degree thesis. She is highly motivated and embraces their mission to “stamp out hunger among the young and elderly in our lifetime”.
The national organization is doing well but this regional branch is struggling with donations, retaining personnel, and numerous other issues related to motivation, pay, and training. She has been told by the US headquarters that they must show significant improvement in HR related matters within twelve months or the regional office will be closed.
Current staff consists of 30 full time personnel who work in fundraising, transportation, marketing/communications, and HR plus nearly 60 volunteers who work .
Juanita’s World part 1Juanita is meeting with her new boss, Rich.docx
Juanita’s World part 1
Juanita is meeting with her new boss, Rich Ryblessi, the Director of Regional Services. Rich highlights his concerns in the following areas: analysis and design of work, recruitment and selection, training and development, performance management, compensation and benefits, employee relations, personnel policies, compliance with laws, and strategies for supporting the mission.
At the end of the meeting Juanita returns to her office and reflects on the meeting. As best as she can determine, HR has typically been relegated to simply processing paperwork and counseling people who had questions about issues like health insurance and paychecks. And although Rich has identified many important areas for HR, Juanita senses that he really expects no more from her than he did of the previous HR Manager. However, Juanita believes she can and should contribute more to the mission and vision and can help Rich overcome a number of challenges.
Juanita’s World part 2
Yesterday was a bit of a surprise for Juanita as she sensed a gap between what her boss said he wanted and what he conveyed as expectations and limits on her authority. It is now Day 2 and she is excited and ready to go with her early afternoon appointment with fundraising’s Director of Development.
As she is reviewing past reports on fundraising efforts and success a visitor stops in to see her. When Melissa, introduces herself Juanita finds that she is the previous HR Manager who left the organization about 3 months earlier. Juanita perceives this is an ideal time to glean what she can about challenges and opportunities. While speaking with Melissa, Juanita finds out who the real workers are and who just seems to be filling a spot. She learns that since resources are limited they have struggled to find qualified and committed personnel to fill numerous important positions. Juanita finds that the people do care…a lot…about the mission but hardly think beyond their current circumstances and most are discouraged with their perceived lack of impact on their community. When Juanita questions Melissa about why she left she finds that Melissa had aspired to have greater responsibility and make a bigger impact but felt limited in her role in this organization. In a way, this confirmed for Juanita that she would definitely have to speak with Rich sooner than later to be sure she understood her authority to do all she thought she was hired to do.
As she visits with Jackie, the Director of Development, she learns that the economy has had a negative impact on their historical donor base. Cash gifts are down and have been trending down for about 2 years. Gifts in kind, like food, are up but since it is perishable they must distribute it quickly or it must be thrown away. And, since gifts are down they have had to rely more heavily on volunteers. This means their drivers and those who distribute food are less consistent and reliable. This is beginning to impact their gifts from don ...
LOR Ryan
Ryan Carlson is writing a letter of recommendation for Martina Sternberg. He describes how Martina helped him obtain a $5.8 million grant to create Operation Diploma, a program to help student veterans. Martina organized an annual conference bringing together groups to help veterans reintegrate into society. She also created an annual event called Stand Down for Homeless Veterans to help those in need. Ryan says Martina is a pleasure to work with and that she mentored and supported him professionally. He strongly recommends her for any position.
February League of Women Voters of McLean Co Newsletter
This month's edition features league activities including voter registration at a huge State of the Union Watch Party at ISU and upcoming educational opportunities.
C.Hong Final Paper
1) The author details their experience interning at Recovery and Hope Network (RAHN), a consumer-run organization that provides support for those with mental illness. Due to health issues, the author was previously unable to complete work with RAHN.
2) As part of the internship, the author helped provide organization and structure to RAHN's communication efforts. However, leadership changes caused the author to pivot and assist the board with operations.
3) Despite challenges, the author remains optimistic about RAHN's success and looks forward to assisting the new director with various tasks going forward.
LauriReference-1
Lauri Kindschi is applying for a position at the recipient's company. The author provides a reference for Lauri, stating that she has worked as an Administrative Assistant for over a year and helps manage files, organize mail, handle payments, and provide documentation. The author says Lauri is helpful, eager to learn, proactive, and able to handle multiple tasks simultaneously with care and detail. While the author would be sorry to lose Lauri, she believes the recipient's company would gain a dedicated employee.
The Maryland Psychologist-Scott Wolfe Ph.D. Guest Editor- Couples Therapy 2
This document summarizes a newsletter from the Maryland Psychological Association. It discusses upcoming changes in leadership, with the executive director Judy DeVito planning to leave next year after over 10 years of service. It highlights the successful legislative efforts of MPA in passing a client privilege bill. It also discusses tackling other proposed bills around issues like mental health and violence. While opportunities exist, MPA leadership expresses a need for more member involvement and participation on committees to help guide the future of the organization and profession.
2015 springnewsletter
WASFAA Spring Newsletter
Inside you’ll find a WASFAA Conference Wrap-Up, articles from those that were awarded conference scholarships, details on who received awards & recognition at the conference, two NegReg articles, a fun way to get your students involved in financial literacy and much more!
UAlbany Weekend MBA Stories - Sharmaine Moseley
Many people have asked about the composition of the University at Albany Weekend MBA Program students, alumni, and faculty. These people are curious about what they do, their background, and their areas of research. To begin to answer those questions, we have been spotlighting a Weekender to allow them to share their story. Enjoy the profiles and please contact Program Director Don Purdy at dpurdy@albany.edu, at 518.956.8381, or at @UAlbanyMBA if you have any questions, need additional information, or would like to sit in on a class!
CAPITAL CAMPAIGNS
This document provides biographies of several individuals involved in political fundraising and campaign management. It discusses Anne Dunsmore's over 35 year career in fundraising, including founding Capital Campaigns Inc. which has consulted on over 300 political campaigns and initiatives. It also profiles several other Capital Campaigns executives, including Marc Troast who has experience on national and California political campaigns, and Alice Tadlock who has worked on fundraising for numerous political efforts across the country since 2005.
BNY Mellon Presentation 01.25.16
The document summarizes Excellence in Giving's philanthropic advisory services for high-net-worth individuals and families. It outlines their process which includes discovery of clients' philanthropic passions and values, evaluation of nonprofits, participation in grant-making, and celebration of impacts. It then describes their basic "Giving Advisor" service which provides meetings, evaluations, experience of impacts, and grant administration for $25,000-50,000 annually. It also outlines an enhanced "Full-Service Philanthropy Advisor" service for $50,000-90,000 which adds family meetings, next generation training, gift optimization, and special projects.
Juanita’s World part 1-5Juanita is meeting with her new boss, Ri.docx
Juanita’s World part 1-5
Juanita is meeting with her new boss, Rich Ryblessi, the Director of Regional Services. Rich highlights his concerns in the following areas: analysis and design of work, recruitment and selection, training and development, performance management, compensation and benefits, employee relations, personnel policies, compliance with laws, and strategies for supporting the mission.
At the end of the meeting Juanita returns to her office and reflects on the meeting. As best as she can determine, HR has typically been relegated to simply processing paperwork and counseling people who had questions about issues like health insurance and paychecks. And although Rich has identified many important areas for HR, Juanita senses that he really expects no more from her than he did of the previous HR Manager. However, Juanita believes she can and should contribute more to the mission and vision and can help Rich overcome a number of challenges.
2
Yesterday was a bit of a surprise for Juanita as she sensed a gap between what her boss said he wanted and what he conveyed as expectations and limits on her authority. It is now Day 2 and she is excited and ready to go with her early afternoon appointment with fundraising’s Director of Development.
As she is reviewing past reports on fundraising efforts and success a visitor stops in to see her. When Melissa, introduces herself Juanita finds that she is the previous HR Manager who left the organization about 3 months earlier. Juanita perceives this is an ideal time to glean what she can about challenges and opportunities. While speaking with Melissa, Juanita finds out who the real workers are and who just seems to be filling a spot. She learns that since resources are limited they have struggled to find qualified and committed personnel to fill numerous important positions. Juanita finds that the people do care…a lot…about the mission but hardly think beyond their current circumstances and most are discouraged with their perceived lack of impact on their community. When Juanita questions Melissa about why she left she finds that Melissa had aspired to have greater responsibility and make a bigger impact but felt limited in her role in this organization. In a way, this confirmed for Juanita that she would definitely have to speak with Rich sooner than later to be sure she understood her authority to do all she thought she was hired to do.
As she visits with Jackie, the Director of Development, she learns that the economy has had a negative impact on their historical donor base. Cash gifts are down and have been trending down for about 2 years. Gifts in kind, like food, are up but since it is perishable they must distribute it quickly or it must be thrown away. And, since gifts are down they have had to rely more heavily on volunteers. This means their drivers and those who distribute food are less consistent and reliable. This is beginning to impact their gifts from donors since they are ...
KayHaganInternshipPaper_Clay
This document summarizes an internship working on Senator Kay Hagan's 2014 reelection campaign. The intern has extensive experience in Democratic politics. During the internship, they helped with fundraising efforts like mailing invitations and tracking donations. They observed different departments like finance, compliance, and field operations. The intern analyzed research on empowering volunteers and the importance of fundraising for female candidates.
Juanita is meeting with her new boss, Rich Ryblessi, the Director .docx
Juanita is meeting with her new boss, Rich Ryblessi, the Director of Regional Services. Rich highlights his concerns in the following areas: analysis and design of work, recruitment and selection, training and development, performance management, compensation and benefits, employee relations, personnel policies, compliance with laws, and strategies for supporting the mission.
At the end of the meeting Juanita returns to her office and reflects on the meeting. As best as she can determine, HR has typically been relegated to simply processing paperwork and counseling people who had questions about issues like health insurance and paychecks. And although Rich has identified many important areas for HR, Juanita senses that he really expects no more from her than he did of the previous HR Manager. However, Juanita believes she can and should contribute more to the mission and vision and can help Rich overcome a number of challenges.
Yesterday was a bit of a surprise for Juanita as she sensed a gap between what her boss said he wanted and what he conveyed as expectations and limits on her authority. It is now Day 2 and she is excited and ready to go with her early afternoon appointment with fundraising’s Director of Development.
As she is reviewing past reports on fundraising efforts and success a visitor stops in to see her. When Melissa, introduces herself Juanita finds that she is the previous HR Manager who left the organization about 3 months earlier. Juanita perceives this is an ideal time to glean what she can about challenges and opportunities. While speaking with Melissa, Juanita finds out who the real workers are and who just seems to be filling a spot. She learns that since resources are limited they have struggled to find qualified and committed personnel to fill numerous important positions. Juanita finds that the people do care…a lot…about the mission but hardly think beyond their current circumstances and most are discouraged with their perceived lack of impact on their community. When Juanita questions Melissa about why she left she finds that Melissa had aspired to have greater responsibility and make a bigger impact but felt limited in her role in this organization. In a way, this confirmed for Juanita that she would definitely have to speak with Rich sooner than later to be sure she understood her authority to do all she thought she was hired to do.
As she visits with Jackie, the Director of Development, she learns that the economy has had a negative impact on their historical donor base. Cash gifts are down and have been trending down for about 2 years. Gifts in kind, like food, are up but since it is perishable they must distribute it quickly or it must be thrown away. And, since gifts are down they have had to rely more heavily on volunteers. This means their drivers and those who distribute food are less consistent and reliable. This is beginning to impact their gifts from donors since they are finding out that much of wh ...
Similar to Letter of Recommendation - Horn (20)
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This continuing scenario will develop further in each module and w.docx
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Letter of Recommendation - Horn
- 1. STATE OF ILLINOIS OFFICE OF THE GOVERNOR SPRINGFIELD, ILLINOIS 62706 Pat Quinn GOVERNOR May 3, 2012 To Whom It May Concern, Please accept the following letter of recommendation for Shauna Horn. As the Director of Constituent Affairs, I was Shauna’s direct supervisor during her constituent affairs internship for the Spring 2012 semester. As a constituent affairs intern, Shauna was responsible for assisting citizens of Illinois on the front lines of state government. As a representative of Governor Pat Quinn, she was always professional and patient when handling constituent casework and correspondence. In addition to those duties, she drafted letters and other documents that highlighted the achievements of Illinois residents on behalf of the Governor. Shauna always exceeded my expectations in her role as a constituent advocate. She went above and beyond her responsibilities to find ways in which she could further assist constituents of the Governor. She was very helpful to others within the office as well by asking for additional responsibilities. I am confident that Shauna will succeed in her future endeavors. Her outstanding work ethic and dedication to helping others will benefit any program or organization, and I ask that you give her your most serious consideration. Sincerely, Donna Dalton Director of Constituent Affairs Office of Governor Pat Quinn