Wellness Connections--Looking for highly motivated team player who embraces recovery and enjoys working with people. This position will work as an integral member of our wellness program team, providing support and rehabilitation services to adults in recovery with mental health and/or substance use disabilities.
Melissa Tuscano is seeking a position in Business Administration or Human Resources. She has over 14 years of experience in patient management and care in hospital and psychiatric settings. She has a Bachelor's degree in Business Administration with a concentration in HR from Southern New Hampshire University. Her work experience includes positions as a Psychiatric Counselor and Residential House Manager where she oversaw daily operations and staff.
This document is a cover letter and resume from Rachael Matson, a 2015 graduate of California Baptist University seeking an entry-level RN position. She has a Bachelor of Science in Nursing degree with a 3.7 GPA. Her qualifications include clinical rotations providing care in various medical settings, leadership roles, and customer service experience as a restaurant server and volunteer. She is organized, compassionate, and committed to nursing integrity.
Coretta Coreen Duplessis has over 14 years of experience in customer service and administrative roles. She has a Master's degree in Psychology and a Bachelor's degree in Psychology from the University of Houston. Her experience includes roles in rental car management, preschool teaching, and internships working with military veterans and in verbal behavior therapy. She has excellent customer service, communication, and organizational skills and is proficient in Microsoft Office applications.
What makes a difference to outcomes for people with intellectual disability l...Christine Bigby
Presentation of interim resaerch findings at NDS conference in May 2014. Points to the significance of practice leadership to staff practices in group homes.
UCB is a healthcare revenue cycle management company founded in 1959 with over 1,000 associates across 9 call centers. They provide a full suite of receivables management services including patient contact, payment negotiations, insurance follow up, and legal interventions. UCB prides itself on its dedicated team approach, extensive training programs, and focus on compliance, quality, security, and accurate reporting.
Sabrina Donina: Aligning Assessment Data to Enhance Quality Of Life Outcomes ...Beitissie1
In her lecture, Ms. Sabrina Donina describes a study which examines a method intended to define ways to improve the quality of life of people with intellectual disabilities who live away from home, with the collaboration of the residents, their families and their therapists.
Bigby et al. identifying good group homes for people with severe and profound...Christine Bigby
Iidentifying good group homes for people with severe and profound intellectual disability, development of qualitative indicators of quality of l ife, presented asid conference nov 2014 - Links to Guide to Good Group Homes
Wellness Connections--Looking for highly motivated team player who embraces recovery and enjoys working with people. This position will work as an integral member of our wellness program team, providing support and rehabilitation services to adults in recovery with mental health and/or substance use disabilities.
Melissa Tuscano is seeking a position in Business Administration or Human Resources. She has over 14 years of experience in patient management and care in hospital and psychiatric settings. She has a Bachelor's degree in Business Administration with a concentration in HR from Southern New Hampshire University. Her work experience includes positions as a Psychiatric Counselor and Residential House Manager where she oversaw daily operations and staff.
This document is a cover letter and resume from Rachael Matson, a 2015 graduate of California Baptist University seeking an entry-level RN position. She has a Bachelor of Science in Nursing degree with a 3.7 GPA. Her qualifications include clinical rotations providing care in various medical settings, leadership roles, and customer service experience as a restaurant server and volunteer. She is organized, compassionate, and committed to nursing integrity.
Coretta Coreen Duplessis has over 14 years of experience in customer service and administrative roles. She has a Master's degree in Psychology and a Bachelor's degree in Psychology from the University of Houston. Her experience includes roles in rental car management, preschool teaching, and internships working with military veterans and in verbal behavior therapy. She has excellent customer service, communication, and organizational skills and is proficient in Microsoft Office applications.
What makes a difference to outcomes for people with intellectual disability l...Christine Bigby
Presentation of interim resaerch findings at NDS conference in May 2014. Points to the significance of practice leadership to staff practices in group homes.
UCB is a healthcare revenue cycle management company founded in 1959 with over 1,000 associates across 9 call centers. They provide a full suite of receivables management services including patient contact, payment negotiations, insurance follow up, and legal interventions. UCB prides itself on its dedicated team approach, extensive training programs, and focus on compliance, quality, security, and accurate reporting.
Sabrina Donina: Aligning Assessment Data to Enhance Quality Of Life Outcomes ...Beitissie1
In her lecture, Ms. Sabrina Donina describes a study which examines a method intended to define ways to improve the quality of life of people with intellectual disabilities who live away from home, with the collaboration of the residents, their families and their therapists.
Bigby et al. identifying good group homes for people with severe and profound...Christine Bigby
Iidentifying good group homes for people with severe and profound intellectual disability, development of qualitative indicators of quality of l ife, presented asid conference nov 2014 - Links to Guide to Good Group Homes
This document provides an overview of health education, including its definition, goals, concepts, levels, dimensions, and program planning. Some key points:
- Health education aims to raise awareness, provide information to motivate behavior change, and equip people with skills to change attitudes and decisions regarding health. Goals range from knowledge to social change.
- It addresses the whole person, is a lifelong process, and targets individuals, families, groups and communities. Programs help make healthy choices easier.
- Planning involves situational analysis, identifying needs and priorities, setting goals and objectives, and assessing resources. Implementation considers the educator-client relationship, communication styles, and potential barriers.
- Evaluation examines the program
1. The document defines health education as a planned opportunity for people to learn about health and make changes in their behavior through raising awareness, providing information, motivation, equipping with skills and confidence.
2. The goals of health education include health consciousness, knowledge, self-awareness, attitude change, decision making, behavior change, and social change.
3. Effective health education programs involve situational analysis, planning, implementation with consideration of relationships between educators and clients and barriers, and evaluation of structure, process and outcomes.
This document discusses creating a best-in-class customer experience in healthcare. It outlines institutional values of scientific, educational, and patient care excellence. Healthcare has evolved from institutional buildings with limited choice to specialized centers of excellence with private rooms providing comfortable environments and bringing treatment to patients. Customer expectations have also risen with instant connectivity and shorter wait times expected. The document recommends benchmarking against other industries like retail and hospitality that focus on customer service. It emphasizes hiring for customer service fit, extensive training, leadership development, and specific processes like AIDET to acknowledge and inform patients. Building trust, engaging patients, respecting time, and effective service recovery are critical to delivering a great patient experience.
Emery william rn to bsn portfolio presentationBill Emery
Bill Emery is a licensed RN seeking a leadership position where he can utilize his skills in patient care, teamwork, critical thinking and attention to detail. He has years of experience as an RN in a top hospital as well as additional business management experience. He is interested in a role that values excellent patient care, committed employees, and creative solutions merged with efficiency and safety.
argumentative essay· Essay topic The purpose of the argu.docxjustine1simpson78276
argumentative essay:
· Essay topic: The purpose of the argumentative essay is to present your opinion on the issue of cell phone use in classrooms. Should students be allowed to use cell phones in classrooms?
· Introduction
· Reason 1: In my opinion , cell phones can be used as tool for cheating methods.
· Reason 2 : one of the cons of using cell phones while in classrooms is that it could be a distraction when it used while lectures in progress.
·
· Conclusion.
Project Management – The People Side
David Fleisch
April 13, 2017
1
Organizational Communication of Values, Ethics and Behavior
How is it done
How do you know
How is it rewarded
What’s Important
How do you know and learn? - The organization will show you
Sense the organization
Observe – Policies & Practices vs. Behavior
Do they Walk the Walk; Talk the Talk?
Or……do as I say not as I do?
Stratification – Values for the masses but not the leadership
Rewards and Compensation
What’s important – the bottom line or doing the right thing?
2
Mission Vision and Values
Mission, Vision, and Values Statements – Are they real or just paper
3
“HONOR”
I am accountable for my professional and personal behavior. I will be mindful of the privilege I have to serve my fellow Americans. I will:
Abide by an uncompromising code of integrity Conduct myself in the highest ethical manner
Be honest and truthful Make and seek honest recommendations
Encourage new ideas and deliver bad news forthrightly Fulfill my legal and ethical responsibilities
“COURAGE”
Courage is the value that gives me the moral and mental strength to do what is right, with confidence and resolution, even in the face of temptation or adversity. I will:
Have the courage to meet the demands of my profession.
Make decisions/act in the best interest of the Navy/nation
Overcome challenges while adhering to the highest standards of personal conduct and decency.
Ensure resources entrusted to me are used in an honest, careful and efficient way.
“COMMITMENT”
The day-to-day duty of everyone in the Department of the Navy is to join together as a team to improve the quality of work, people and ourselves. I will:
Foster respect up and down the chain of command Care for the personal and spiritual well-being of my people.
Show respect toward all people Always strive for positive change and personal improvement.
Exhibit moral character, professional excellence, quality, and competence in all that I do.
Honor: I am accountable for my professional and personal behavior. I will be mindful of the privilege I have to serve my fellow Americans.
Courage: Courage is the value that gives me the moral and mental strength to do what is right, with confidence and resolution, even in the face of temptation or adversity.
Commitment: The day-to-day duty of every man and woman in the Department of the Navy is to join together as a team to improve the quality of our work, our people and ourselves.
Right or Wrong?
Co.
Patient Activation for Quality: Identifying Champions and Developing ExpertsAdam Thompson
A presentation aimed at supporting organizations in identifying patients for involvement in quality management activities and identification of needed capacities for meaningful involvement.
This presentation was used for the Ryan White Part B Quality Management Committee to support more effective recruitment of patients for quality management activities
Au Psy492 E Portfolio Template For Slide ShareKandyRich
The document provides details of Kandy Rich's resume and qualifications, including her education in psychology and experience working in behavioral health facilities. Her resume demonstrates experience providing counseling and care to patients with mental health and substance abuse issues, as well as qualifications like certifications that make her well-suited for continued work in behavioral healthcare.
This document discusses creating a culture of healthy choices. It defines wellness as an active process of making choices to improve well-being. It outlines barriers like obesity and proposes solutions like promoting physical activity and nutrition. The six dimensions of wellness model is used to determine approaches. Social initiatives and workplace policies are discussed as ways to influence healthy behaviors and address environmental factors. Leadership skills like listening, including stakeholders, and providing support are important for culture change projects.
This document discusses how active lifestyle programs can serve as an emerging marketing and retention tool for senior living communities. It outlines how the senior living industry and consumer expectations have changed, with a focus now on wellness rather than just healthcare. Active lifestyle programs that include physical, social, and intellectual activities can help communities attract residents by promoting health, quality of life, and continued engagement. The document provides tips for communities on developing effective wellness programs, including assessing resident needs and interests, ensuring staff are properly trained, and gradually implementing new programming.
The Board's role in leading for quality and safety - a regional approach and programme - Lesley Massey, Director of the Advancing Quality Alliance (AQuA)
Presentation from the Patient Safety Collaborative launch event held in London on 14 October 2014
More information at http://www.nhsiq.nhs.uk/improvement-programmes/patient-safety/patient-safety-collaboratives.aspx
Weaving Health Activation into the communitymichaelrlevin
1. The document discusses strategies for improving health literacy and activation in communities. It focuses on empowering individuals to better manage their own health and recovery.
2. A major barrier is that people often feel passive and overwhelmed by their health, lacking understanding of how to manage it. The strategies aim to build knowledge, skills, and confidence.
3. Activating recovery requires trust between community organizations and those they serve. When people trust the resources available, success in managing health and recovery is more likely.
Care Quality C Assessment Framework PPT.pptxsarahboodhoo
The Care Quality Commission has introduced a new single assessment framework to evaluate health and social care providers, local authorities, and integrated care systems. The framework will assess these organizations based on 5 key themes - whether the care is safe, effective, caring, responsive, and well-led. It aims to apply consistent standards across the health and social care sector in England and focus on people's experiences. The framework is aligned with the "I statements" describing what people expect from their care, and the "We statements" which providers and systems will be assessed against.
Practical hints and tips for assessing readiness to change - Dr Bronwen BonfieldMS Trust
Aims:
To have increased awareness of the factors that affect an individuals readiness to change.
To explore the theoretical models that underpin change behaviour
To develop awareness of skills and strategies to support individuals and their families.
Leadership Assignment July 29th, 2016 Lakeside Long Term CareStephanie Horner
This document provides an overview of leadership concepts in nursing. It discusses community health nursing, family nursing, nursing leadership, and entry-level nursing leadership competencies. Models of nursing leadership and the Canadian Nurses Association's position on leadership are presented. The document also outlines how the student has demonstrated leadership as a nursing student and their future leadership goals.
Why a Culture of Respect is Required in Health Care.pdfGoinglobal1
1) A culture of respect in healthcare promotes collaboration, engagement, and high performance by creating a healthy work environment. Leaders set the tone for respect by exhibiting respectful behavior themselves.
2) Respecting coworkers involves treating them with courtesy, giving them autonomy, valuing their perspectives, and acknowledging their contributions. Disrespect can create toxicity, unhappiness, and burnout.
3) Showing respect for patients is equally important and involves listening to them, being attentive to their needs and feedback, apologizing for delays, ensuring privacy, and thanking them for their trust.
The document provides information on ethics and code of ethics for nurses. It begins with definitions of ethics, code of ethics, and nursing ethics. It then discusses the need for and principles of a code of ethics, including autonomy, justice, fidelity, veracity, beneficence, and maleficence. The document outlines the International Code of Nursing Ethics and its provisions. It also discusses codes of professional conduct, autonomy, accountability, assertiveness, and legal considerations in nursing.
Patient Focused Care for Medical Group Managersmjsumption
Presentation on patient-focused care for South Dakota Medical Group Managers Association.
Presents a customer service approach to understanding patients\' perceptions of their experiences with doctors and clinics.
This document provides an overview of interprofessional education and collaborative practice. It defines key terms like interprofessional education, collaborative practice, and interprofessionality. It discusses guiding principles for interprofessional education put forth by organizations like the World Health Organization and Institute of Medicine. These principles include roles/responsibilities, values/ethics, communication, teamwork, leadership, and patient-centeredness. The document also addresses functions, settings, definitions, and barriers to interprofessional collaboration, as well as strategies to facilitate culture change in educational and practice settings.
This document discusses strategies for effective workforce development, specifically orientation and training of direct support professionals (DSPs). It emphasizes the importance of orientation in helping new employees feel welcome and comfortable. Key components of good orientation include providing information about the organization's mission and values. The document also discusses mentoring programs and competency-based training to support DSP skills development. It provides an overview of resources like the Community Support Skill Standards and the National Alliance of Direct Support Professionals credentialing program.
This document summarizes the results of interventions conducted as part of the National Training Institute for Frontline Supervisors and Technical Assistance Project. It found that turnover among direct support professionals reduced by an average of 18% over 2.5 years across the 5 participating state organizations and 8 other organizations. It also provides examples of effective recruitment, selection, and retention strategies used by high performing organizations, such as targeted marketing, structured interviewing, and realistic job previews. Specific initiatives undertaken in Kentucky called SPEAK are also summarized, showing reductions in turnover rates between 2004-2006 for the organization that implemented the strategies.
This document provides an overview of health education, including its definition, goals, concepts, levels, dimensions, and program planning. Some key points:
- Health education aims to raise awareness, provide information to motivate behavior change, and equip people with skills to change attitudes and decisions regarding health. Goals range from knowledge to social change.
- It addresses the whole person, is a lifelong process, and targets individuals, families, groups and communities. Programs help make healthy choices easier.
- Planning involves situational analysis, identifying needs and priorities, setting goals and objectives, and assessing resources. Implementation considers the educator-client relationship, communication styles, and potential barriers.
- Evaluation examines the program
1. The document defines health education as a planned opportunity for people to learn about health and make changes in their behavior through raising awareness, providing information, motivation, equipping with skills and confidence.
2. The goals of health education include health consciousness, knowledge, self-awareness, attitude change, decision making, behavior change, and social change.
3. Effective health education programs involve situational analysis, planning, implementation with consideration of relationships between educators and clients and barriers, and evaluation of structure, process and outcomes.
This document discusses creating a best-in-class customer experience in healthcare. It outlines institutional values of scientific, educational, and patient care excellence. Healthcare has evolved from institutional buildings with limited choice to specialized centers of excellence with private rooms providing comfortable environments and bringing treatment to patients. Customer expectations have also risen with instant connectivity and shorter wait times expected. The document recommends benchmarking against other industries like retail and hospitality that focus on customer service. It emphasizes hiring for customer service fit, extensive training, leadership development, and specific processes like AIDET to acknowledge and inform patients. Building trust, engaging patients, respecting time, and effective service recovery are critical to delivering a great patient experience.
Emery william rn to bsn portfolio presentationBill Emery
Bill Emery is a licensed RN seeking a leadership position where he can utilize his skills in patient care, teamwork, critical thinking and attention to detail. He has years of experience as an RN in a top hospital as well as additional business management experience. He is interested in a role that values excellent patient care, committed employees, and creative solutions merged with efficiency and safety.
argumentative essay· Essay topic The purpose of the argu.docxjustine1simpson78276
argumentative essay:
· Essay topic: The purpose of the argumentative essay is to present your opinion on the issue of cell phone use in classrooms. Should students be allowed to use cell phones in classrooms?
· Introduction
· Reason 1: In my opinion , cell phones can be used as tool for cheating methods.
· Reason 2 : one of the cons of using cell phones while in classrooms is that it could be a distraction when it used while lectures in progress.
·
· Conclusion.
Project Management – The People Side
David Fleisch
April 13, 2017
1
Organizational Communication of Values, Ethics and Behavior
How is it done
How do you know
How is it rewarded
What’s Important
How do you know and learn? - The organization will show you
Sense the organization
Observe – Policies & Practices vs. Behavior
Do they Walk the Walk; Talk the Talk?
Or……do as I say not as I do?
Stratification – Values for the masses but not the leadership
Rewards and Compensation
What’s important – the bottom line or doing the right thing?
2
Mission Vision and Values
Mission, Vision, and Values Statements – Are they real or just paper
3
“HONOR”
I am accountable for my professional and personal behavior. I will be mindful of the privilege I have to serve my fellow Americans. I will:
Abide by an uncompromising code of integrity Conduct myself in the highest ethical manner
Be honest and truthful Make and seek honest recommendations
Encourage new ideas and deliver bad news forthrightly Fulfill my legal and ethical responsibilities
“COURAGE”
Courage is the value that gives me the moral and mental strength to do what is right, with confidence and resolution, even in the face of temptation or adversity. I will:
Have the courage to meet the demands of my profession.
Make decisions/act in the best interest of the Navy/nation
Overcome challenges while adhering to the highest standards of personal conduct and decency.
Ensure resources entrusted to me are used in an honest, careful and efficient way.
“COMMITMENT”
The day-to-day duty of everyone in the Department of the Navy is to join together as a team to improve the quality of work, people and ourselves. I will:
Foster respect up and down the chain of command Care for the personal and spiritual well-being of my people.
Show respect toward all people Always strive for positive change and personal improvement.
Exhibit moral character, professional excellence, quality, and competence in all that I do.
Honor: I am accountable for my professional and personal behavior. I will be mindful of the privilege I have to serve my fellow Americans.
Courage: Courage is the value that gives me the moral and mental strength to do what is right, with confidence and resolution, even in the face of temptation or adversity.
Commitment: The day-to-day duty of every man and woman in the Department of the Navy is to join together as a team to improve the quality of our work, our people and ourselves.
Right or Wrong?
Co.
Patient Activation for Quality: Identifying Champions and Developing ExpertsAdam Thompson
A presentation aimed at supporting organizations in identifying patients for involvement in quality management activities and identification of needed capacities for meaningful involvement.
This presentation was used for the Ryan White Part B Quality Management Committee to support more effective recruitment of patients for quality management activities
Au Psy492 E Portfolio Template For Slide ShareKandyRich
The document provides details of Kandy Rich's resume and qualifications, including her education in psychology and experience working in behavioral health facilities. Her resume demonstrates experience providing counseling and care to patients with mental health and substance abuse issues, as well as qualifications like certifications that make her well-suited for continued work in behavioral healthcare.
This document discusses creating a culture of healthy choices. It defines wellness as an active process of making choices to improve well-being. It outlines barriers like obesity and proposes solutions like promoting physical activity and nutrition. The six dimensions of wellness model is used to determine approaches. Social initiatives and workplace policies are discussed as ways to influence healthy behaviors and address environmental factors. Leadership skills like listening, including stakeholders, and providing support are important for culture change projects.
This document discusses how active lifestyle programs can serve as an emerging marketing and retention tool for senior living communities. It outlines how the senior living industry and consumer expectations have changed, with a focus now on wellness rather than just healthcare. Active lifestyle programs that include physical, social, and intellectual activities can help communities attract residents by promoting health, quality of life, and continued engagement. The document provides tips for communities on developing effective wellness programs, including assessing resident needs and interests, ensuring staff are properly trained, and gradually implementing new programming.
The Board's role in leading for quality and safety - a regional approach and programme - Lesley Massey, Director of the Advancing Quality Alliance (AQuA)
Presentation from the Patient Safety Collaborative launch event held in London on 14 October 2014
More information at http://www.nhsiq.nhs.uk/improvement-programmes/patient-safety/patient-safety-collaboratives.aspx
Weaving Health Activation into the communitymichaelrlevin
1. The document discusses strategies for improving health literacy and activation in communities. It focuses on empowering individuals to better manage their own health and recovery.
2. A major barrier is that people often feel passive and overwhelmed by their health, lacking understanding of how to manage it. The strategies aim to build knowledge, skills, and confidence.
3. Activating recovery requires trust between community organizations and those they serve. When people trust the resources available, success in managing health and recovery is more likely.
Care Quality C Assessment Framework PPT.pptxsarahboodhoo
The Care Quality Commission has introduced a new single assessment framework to evaluate health and social care providers, local authorities, and integrated care systems. The framework will assess these organizations based on 5 key themes - whether the care is safe, effective, caring, responsive, and well-led. It aims to apply consistent standards across the health and social care sector in England and focus on people's experiences. The framework is aligned with the "I statements" describing what people expect from their care, and the "We statements" which providers and systems will be assessed against.
Practical hints and tips for assessing readiness to change - Dr Bronwen BonfieldMS Trust
Aims:
To have increased awareness of the factors that affect an individuals readiness to change.
To explore the theoretical models that underpin change behaviour
To develop awareness of skills and strategies to support individuals and their families.
Leadership Assignment July 29th, 2016 Lakeside Long Term CareStephanie Horner
This document provides an overview of leadership concepts in nursing. It discusses community health nursing, family nursing, nursing leadership, and entry-level nursing leadership competencies. Models of nursing leadership and the Canadian Nurses Association's position on leadership are presented. The document also outlines how the student has demonstrated leadership as a nursing student and their future leadership goals.
Why a Culture of Respect is Required in Health Care.pdfGoinglobal1
1) A culture of respect in healthcare promotes collaboration, engagement, and high performance by creating a healthy work environment. Leaders set the tone for respect by exhibiting respectful behavior themselves.
2) Respecting coworkers involves treating them with courtesy, giving them autonomy, valuing their perspectives, and acknowledging their contributions. Disrespect can create toxicity, unhappiness, and burnout.
3) Showing respect for patients is equally important and involves listening to them, being attentive to their needs and feedback, apologizing for delays, ensuring privacy, and thanking them for their trust.
The document provides information on ethics and code of ethics for nurses. It begins with definitions of ethics, code of ethics, and nursing ethics. It then discusses the need for and principles of a code of ethics, including autonomy, justice, fidelity, veracity, beneficence, and maleficence. The document outlines the International Code of Nursing Ethics and its provisions. It also discusses codes of professional conduct, autonomy, accountability, assertiveness, and legal considerations in nursing.
Patient Focused Care for Medical Group Managersmjsumption
Presentation on patient-focused care for South Dakota Medical Group Managers Association.
Presents a customer service approach to understanding patients\' perceptions of their experiences with doctors and clinics.
This document provides an overview of interprofessional education and collaborative practice. It defines key terms like interprofessional education, collaborative practice, and interprofessionality. It discusses guiding principles for interprofessional education put forth by organizations like the World Health Organization and Institute of Medicine. These principles include roles/responsibilities, values/ethics, communication, teamwork, leadership, and patient-centeredness. The document also addresses functions, settings, definitions, and barriers to interprofessional collaboration, as well as strategies to facilitate culture change in educational and practice settings.
This document discusses strategies for effective workforce development, specifically orientation and training of direct support professionals (DSPs). It emphasizes the importance of orientation in helping new employees feel welcome and comfortable. Key components of good orientation include providing information about the organization's mission and values. The document also discusses mentoring programs and competency-based training to support DSP skills development. It provides an overview of resources like the Community Support Skill Standards and the National Alliance of Direct Support Professionals credentialing program.
This document summarizes the results of interventions conducted as part of the National Training Institute for Frontline Supervisors and Technical Assistance Project. It found that turnover among direct support professionals reduced by an average of 18% over 2.5 years across the 5 participating state organizations and 8 other organizations. It also provides examples of effective recruitment, selection, and retention strategies used by high performing organizations, such as targeted marketing, structured interviewing, and realistic job previews. Specific initiatives undertaken in Kentucky called SPEAK are also summarized, showing reductions in turnover rates between 2004-2006 for the organization that implemented the strategies.
This document outlines a workshop on practical workforce development for recruitment and retention. It discusses key challenges for the direct support professional (DSP) workforce in the United States and Australia. Challenges include high turnover rates, staffing vacancies, low wages, lack of benefits, and poor career paths/training. The workshop covers intervention strategies for different stages of the employee lifecycle like recruitment, orientation, training and retention. It also discusses developing organizational workforce development plans and identifying priorities for follow-up activities to address DSP challenges. National resources in the US that can help address these issues are also presented.
This document discusses strategies for improving recruitment and retention of direct support professionals (DSPs) through organizational culture change. It recommends showing DSPs respect and support through recognition, participation in organizational activities, professional development opportunities, employee training, and performance coaching. Frontline supervisors are key to DSP retention, so the document also discusses training supervisors to better orient, support and develop DSPs. Overall the strategies presented aim to develop DSPs' skills and careers, improve job satisfaction and commitment, and lower high turnover rates in the sector.
Presentation by Dr. George Taleporos at 'Making LOVE, RELATIONSHIPS and SEX Accessible' Disability and Sexuality forum, in Preston on the 18th June, 2013.
Presentation from Mark Nichols & Associates Presentation PDF version ( PDF document 1.35MB) - Delivered at field Outcomes Measurement Models – comparisons, issues and considerations
www.field.org.au
Wednesday 17th April - State Library, Melbourne
Sophie Buffey: Standards and Regulation Unit, Department of Human Services - Delivered at field Outcomes Measurement Models – comparisons, issues and considerations
www.field.org.au
Presentation by Helen Kilmier – General Manager of Community Services Interact Australia at the My Home, Your Workplace...Disability & Sexuality Forum -
Enabling people with disabilities to express and fulfill their sexual identity, needs and desires.
Forum held on Wednesday 18 April 2012
Further information visit www.field.org.au
Presentation by Josie Prioletti (facilitator) at the My Home, Your Workplace...Disability & Sexuality Forum -
Enabling people with disabilities to express and fulfill their sexual identity, needs and desires.
Forum held on Wednesday 18 April 2012.
Further information visit www.field.org.au
Presentation by Dr George Taleporos at the My Home, Your Workplace...Disability & Sexuality Forum -
Enabling people with disabilities to express and fulfill their sexual identity, needs and desires.
Forum held on Wednesday 18 April 2012
Further information visit www.field.org.au
Presentation by Aaron Fry (Manager Individulaised Supports Melba Support Services) at the My Home, Your Workplace...Disability & Sexuality Forum -
Enabling people with disabilities to express and fulfill their sexual identity, needs and desires.
Forum held on Wednesday 18 April 2012
Further information visit www.field.org.au
Presentation by Rob Gill (Business Development and Support Manager - Te Pou - New Zealand) at the 'Plans to Reality Forum - Exploring the new planning process for people with disabilities", that was held on Tuesday 15 November 2011,
www.field.org.au
Presentation by Josie Prioletti (forum facilitator) at the 'Plans to Reality Forum - Exploring the new planning process for people with disabilities", that was held on Tuesday 15 November 2011.
www.field.org.au
The document discusses cool ICT tools for non-profit organizations, including YouTube for sharing videos, Yammer for internal communication, and Skype and Vimeo for video calls and sharing. It provides examples of how these tools have been used for tasks like training, meetings, and sharing resources across distributed teams. The document recommends that training on these tools involve champions in the organization and committed management support.
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Unveiling the Dynamic Personalities, Key Dates, and Horoscope Insights: Gemin...my Pandit
Explore the fascinating world of the Gemini Zodiac Sign. Discover the unique personality traits, key dates, and horoscope insights of Gemini individuals. Learn how their sociable, communicative nature and boundless curiosity make them the dynamic explorers of the zodiac. Dive into the duality of the Gemini sign and understand their intellectual and adventurous spirit.
Digital Marketing with a Focus on Sustainabilitysssourabhsharma
Digital Marketing best practices including influencer marketing, content creators, and omnichannel marketing for Sustainable Brands at the Sustainable Cosmetics Summit 2024 in New York
[To download this presentation, visit:
https://www.oeconsulting.com.sg/training-presentations]
This PowerPoint compilation offers a comprehensive overview of 20 leading innovation management frameworks and methodologies, selected for their broad applicability across various industries and organizational contexts. These frameworks are valuable resources for a wide range of users, including business professionals, educators, and consultants.
Each framework is presented with visually engaging diagrams and templates, ensuring the content is both informative and appealing. While this compilation is thorough, please note that the slides are intended as supplementary resources and may not be sufficient for standalone instructional purposes.
This compilation is ideal for anyone looking to enhance their understanding of innovation management and drive meaningful change within their organization. Whether you aim to improve product development processes, enhance customer experiences, or drive digital transformation, these frameworks offer valuable insights and tools to help you achieve your goals.
INCLUDED FRAMEWORKS/MODELS:
1. Stanford’s Design Thinking
2. IDEO’s Human-Centered Design
3. Strategyzer’s Business Model Innovation
4. Lean Startup Methodology
5. Agile Innovation Framework
6. Doblin’s Ten Types of Innovation
7. McKinsey’s Three Horizons of Growth
8. Customer Journey Map
9. Christensen’s Disruptive Innovation Theory
10. Blue Ocean Strategy
11. Strategyn’s Jobs-To-Be-Done (JTBD) Framework with Job Map
12. Design Sprint Framework
13. The Double Diamond
14. Lean Six Sigma DMAIC
15. TRIZ Problem-Solving Framework
16. Edward de Bono’s Six Thinking Hats
17. Stage-Gate Model
18. Toyota’s Six Steps of Kaizen
19. Microsoft’s Digital Transformation Framework
20. Design for Six Sigma (DFSS)
To download this presentation, visit:
https://www.oeconsulting.com.sg/training-presentations
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