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 workshop by Mandy Williams, Participation Cymru Manager, gave the opportunity to explore the relationship between effective staff engagement and improved public engagement.
Participants looked at the benefits of effective staff engagement, explored what it felt like to be an engaged employee and identified ways of engaging staff better.
Fe wnaeth y gweithdy yma gan Mandy Williams, Rheolwr Cyfranogaeth Cymru, rhoi’r cyfle i edrych ar y berthynas rhwng ymgysylltu effeithiol gyda staff a gwell ymgysylltu gyda staff.
Edrychodd cyfranogwyr ar y manteision o ymgysylltu’n effeithiol gyda staff, wnaethon nhw ystyried sut beth yw bod yn weithiwr sy’n ymgysylltu ac fe wnaethon nhw glustnodi ffyrdd o ymgysylltu'n well gyda staff.
This workshop by Mandy Williams, Participation Cymru Manager, gave the opportunity to explore the relationship between effective staff engagement and improved public engagement.
Participants looked at the benefits of effective staff engagement, explored what it felt like to be an engaged employee and identified ways of engaging staff better.
Fe wnaeth y gweithdy yma gan Mandy Williams, Rheolwr Cyfranogaeth Cymru, rhoi’r cyfle i edrych ar y berthynas rhwng ymgysylltu effeithiol gyda staff a gwell ymgysylltu gyda staff.
Edrychodd cyfranogwyr ar y manteision o ymgysylltu’n effeithiol gyda staff, wnaethon nhw ystyried sut beth yw bod yn weithiwr sy’n ymgysylltu ac fe wnaethon nhw glustnodi ffyrdd o ymgysylltu'n well gyda staff.
Best Practices Roundtable is your opportunity to learn how to run a high ROI mentoring internship program. Learn how to:
Set the goals for the program and organize it
Measure the ROI of the program
Select appropriate Students
Select and empower matched Mentor/Supervisors
Launch the program for maximum impact
Use evaluations for continuous Improvement
Every month we “shine a light” on one Shared Intelligence member, by asking them a series of questions in order to share their background, insight and experiences with the Shared Intelligence community.
This month meet Clintelle Stephen, Manager of HR Services, CARE USA.
For more information, please visit www.sharedintelligence.com.
Intergenerational Mentoring - could mentoring be for you?Alison Clyde
Workshop facilitated at GWT's national Conference on 6th march in Glasgow by Sarah Barr, Quality & Support Officer and Kasia Czarnecka, Project Scotland
The focus of this presentation is on the importance of developing leadership skills to engage employees and co-workers. It includes tips and tool that can be implemented to improve your leadership.
Staff Engagement and Morale: Building and Sustaining MomentumJustin W. Moore
Building and sustaining employee engagement efforts takes considerable effort, thought, planning, and dedicated time. As the inaugural staff member in role dedicated to staff and faculty experience, this presentation highlights my first year and a half of efforts.
Beyond the Metrics: Creating Meaningful Engagement through CommunicationLimeade
In this webinar, Limeade helps businesses take on these challenges, from everyday engagement struggles to unique crisis obstacles like showing care during the COVID-19 pandemic. This webinar will empower you to find effective and innovative approaches that actually move the needle on engagement.
5 Steps to Creating Your Winning Values Based Culture Barbara Ashton
Everybody knows the importance of values in building engagement and productivity. But how does one incorporate these values into a sustainable culture that enables you to succeed in business today, and tomorrow? This short presentation talks about the importance of your organization's culture, what values are at work driving some of today's most successful cultures, and gives you five steps to building, influencing, supporting and 'behaving' a sustainable winning culture.
Waving Our Magic Wands: Harnessing the Power of Design ThinkingIowa Campus Compact
Design thinking is a method of problem solving with innovation and creativity. In this workshop you will learn how the design thinking process can be applied to your community engagement work. This methodology provides a transformative process for unifying and inspiring all partners to more innovative outcomes.
Lisa Bates
Lecturer and Extension Specialist
Department of Interior Design
Iowa State University
Susan Erickson
Program Coordinator
Community and Economic Development Extension and Outreach
Iowa State University
Fiona Anderson, valuingYOU and founder of the Birmingham EFS network, explored the potential that a strengths focussed approach has to transform Performance Management within the workplace. At the session she demonstrated how the current deficit model that focuses on weakness differs from one that focuses on strengths.
How to Create a Culture That Fosters Employee Engagement | Webinar BizLibrary
Zombies are the walking dead. Disengaged employees are dead productivity-wise. Both are contagious and pose a risk to those among them. Additionally, disengaged employees cost organizations a lot of money. The frightening facts:
70% of employees are disengaged and actively disengaged.
Nearly 1/3 of employees think their managers fail to effectively communicate goals.
40% of employees say they don't receive regular, clear feedback on their performance from their manager.
(Sources: Gallup and Tower Perrins)
So, how can we overcome the walking dead and create a culture that fosters engagement. The cure? Your managers. In this webinar we'll discuss how to develop your managers and improve your organizational culture.
Beyond the Bandaid: The Critical Difference Between Ethics and Compliance Tra...BizLibrary
This webinar will provide a fresh new perspective to ethics training that will uplift your company's programs and give you powerful tools to make a meaningful difference. Learn to address the real problems and offer genuine solutions to ethics problems rather than a band-aid approach as you raise morale, strengthen your company core values, and build strong company ethical foundation.
www.bizlibrary.com
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 Arthur Rogers at the field fourm on:
Self-directed Funding for People with a Disability – ‘Benefits & Challenges’
Friday 27 November 2009
www.field.org.au
Best Practices Roundtable is your opportunity to learn how to run a high ROI mentoring internship program. Learn how to:
Set the goals for the program and organize it
Measure the ROI of the program
Select appropriate Students
Select and empower matched Mentor/Supervisors
Launch the program for maximum impact
Use evaluations for continuous Improvement
Every month we “shine a light” on one Shared Intelligence member, by asking them a series of questions in order to share their background, insight and experiences with the Shared Intelligence community.
This month meet Clintelle Stephen, Manager of HR Services, CARE USA.
For more information, please visit www.sharedintelligence.com.
Intergenerational Mentoring - could mentoring be for you?Alison Clyde
Workshop facilitated at GWT's national Conference on 6th march in Glasgow by Sarah Barr, Quality & Support Officer and Kasia Czarnecka, Project Scotland
The focus of this presentation is on the importance of developing leadership skills to engage employees and co-workers. It includes tips and tool that can be implemented to improve your leadership.
Staff Engagement and Morale: Building and Sustaining MomentumJustin W. Moore
Building and sustaining employee engagement efforts takes considerable effort, thought, planning, and dedicated time. As the inaugural staff member in role dedicated to staff and faculty experience, this presentation highlights my first year and a half of efforts.
Beyond the Metrics: Creating Meaningful Engagement through CommunicationLimeade
In this webinar, Limeade helps businesses take on these challenges, from everyday engagement struggles to unique crisis obstacles like showing care during the COVID-19 pandemic. This webinar will empower you to find effective and innovative approaches that actually move the needle on engagement.
5 Steps to Creating Your Winning Values Based Culture Barbara Ashton
Everybody knows the importance of values in building engagement and productivity. But how does one incorporate these values into a sustainable culture that enables you to succeed in business today, and tomorrow? This short presentation talks about the importance of your organization's culture, what values are at work driving some of today's most successful cultures, and gives you five steps to building, influencing, supporting and 'behaving' a sustainable winning culture.
Waving Our Magic Wands: Harnessing the Power of Design ThinkingIowa Campus Compact
Design thinking is a method of problem solving with innovation and creativity. In this workshop you will learn how the design thinking process can be applied to your community engagement work. This methodology provides a transformative process for unifying and inspiring all partners to more innovative outcomes.
Lisa Bates
Lecturer and Extension Specialist
Department of Interior Design
Iowa State University
Susan Erickson
Program Coordinator
Community and Economic Development Extension and Outreach
Iowa State University
Fiona Anderson, valuingYOU and founder of the Birmingham EFS network, explored the potential that a strengths focussed approach has to transform Performance Management within the workplace. At the session she demonstrated how the current deficit model that focuses on weakness differs from one that focuses on strengths.
How to Create a Culture That Fosters Employee Engagement | Webinar BizLibrary
Zombies are the walking dead. Disengaged employees are dead productivity-wise. Both are contagious and pose a risk to those among them. Additionally, disengaged employees cost organizations a lot of money. The frightening facts:
70% of employees are disengaged and actively disengaged.
Nearly 1/3 of employees think their managers fail to effectively communicate goals.
40% of employees say they don't receive regular, clear feedback on their performance from their manager.
(Sources: Gallup and Tower Perrins)
So, how can we overcome the walking dead and create a culture that fosters engagement. The cure? Your managers. In this webinar we'll discuss how to develop your managers and improve your organizational culture.
Beyond the Bandaid: The Critical Difference Between Ethics and Compliance Tra...BizLibrary
This webinar will provide a fresh new perspective to ethics training that will uplift your company's programs and give you powerful tools to make a meaningful difference. Learn to address the real problems and offer genuine solutions to ethics problems rather than a band-aid approach as you raise morale, strengthen your company core values, and build strong company ethical foundation.
www.bizlibrary.com
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 Arthur Rogers at the field fourm on:
Self-directed Funding for People with a Disability – ‘Benefits & Challenges’
Friday 27 November 2009
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 Josie Prioletti (facilitator) from field - Disability and Sexuality Forum held on Thursday 18 March at Darebin Arts and Entertainment Centre, Preston.
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 Professor Christine Bigby:
Implementing individualised funding – Taking account of diversity’
At the
SELF DIRECTED FUNDING FOR PEOPLE WITH DISABILITES
‘Benefits and Challenges’
Friday 27 November 2009
www.field.org.au
Presentation by Dr. George Taleporos at 'Making LOVE, RELATIONSHIPS and SEX Accessible' Disability and Sexuality forum, in Preston on the 18th June, 2013.
Presentation by Christian Vega from field - Disability and Sexuality Forum held on Thursday 18 March at Darebin Arts and Entertainment Centre, Preston.
Workshop presented to the 2010 GRAND Regional Conference for Disability Support Workers on maintaining and sustaining active support. It introduces the field GO diagram of sustaining active support.
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
Presentation by Chris Asquini; Acting Executive Director, Disability Services - Division DHS at field's 'The great debate - has life improved for people with a disability'.
Forum was held on Wednesday 23 September 2009,
Further information www.field.org.au
Presentation by David Craig – Executive Officer, Action for Community Living at field's 'The great debate - has life improved for people with a disability'.
Forum was held on Wednesday 23 September 2009,
Further information www.field.org.au
Engage, Communicate & Act: Getting the most from your TeamSean Fletcher
This whitepaper provides an overview of the Engagement Diamond and the Cycle of Engagement as the key mechanisms to engage, communicate and act to get more from your team, branch, department, organisation or board
The use of performance data with innovative marketing and fundraising techniques has driven success in the NFP sector.
See how a variety of organisations have mastered the collection, management and use of program performance data to successfully communicate their community impact.
In 2015, LWB began the implementation of the Leading Practice strategy, aiming to build a learning culture among a 4,200-strong workforce that improves leadership and practice quality at the frontline.
Build Staff Buy-in for your Volunteer Engagement ProgramVolunteerMatch
Is your organization open to engaging volunteers in new ways? Often one of the biggest challenges to a new model of volunteer engagement is the resistance of paid staff. Often attitudes and fears of our co-workers prevent us from expanding the work that volunteers do. But, if you've never worked with volunteers before, it can be scary. In this webinar we'll discuss strategies for working with paid staff to engage volunteers. We'll cover what you can do to alleviate some of those fears, strategies for working within a Union environment, and how you can train and support your coworkers as they become responsible for managing volunteers.
Human resource management & Committee and teamshawraz Faris
Human resource management & Committee and teams
Human Resource (HR): refers to all the people who work in an organization called personnel.
Human Resource Management(HRM): refers to the organizational function which includes practices that help the organization to deal effectively with its people during the various phases of the employment cycle.
HRM is management function concerned with hiring, motivating, and maintaining people in an organization. It focuses on people in the organization.
Human Resource Management (HRM): is a management function that deals with recruiting, selecting, training and developing human resource in an organization.
It is concerned with the “people” dimension in management.
It includes activities focusing on the effective use of human resources in an organization.
It is concerned with the development of a highly motivated and smooth functioning workforce.
It also includes planning, acquiring, developing, utilizing and maintaining ‘human resources’ in the achievement of organizational goals
A committee is a group of people who meet to make decisions or plans for a larger group or organization that they represent.
When a committee is formed, a chairman (or "chair" or "chairperson") is designated for the committee.
Sometimes a vice-chairman (or similar name) is also appointed.
A committee is a group of people who meet to make decisions or plans for a larger group or organization that they represent.
When a committee is formed, a chairman (or "chair" or "chairperson") is designated for the committee.
Sometimes a vice-chairman (or similar name) is also appointed.
A committee is a group of people who meet to make decisions or plans for a larger group or organization that they represent.
When a committee is formed, a chairman (or "chair" or "chairperson") is designated for the committee.
Sometimes a vice-chairman (or similar name) is also appointed.
A committee is a group of people who meet to make decisions or plans for a larger group or organization that they represent.
When a committee is formed, a chairman (or "chair" or "chairperson") is designated for the committee.
Sometimes a vice-chairman (or similar name) is also appointed.
A committee is a group of people who meet to make decisions or plans for a larger group or organization that they represent.
When a committee is formed, a chairman (or "chair" or "chairperson") is designated for the committee.
Sometimes a vice-chairman (or similar name) is also appointed.
A committee is a group of people who meet to make decisions or plans for a larger group or organization that they represent
A team is a group of individuals working together to achieve a goal.
Similar to Orientation - Presentation 3 John Sauer MSW and M Ed Institute on Community Integration, University of Minnesota USA November 2008 (20)
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 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
Presentation from Francene McCartin; Acting Director, Community & Individual Support
DHS
DHS plans to meet the changing needs of people with disabilities who are ageing
Forum held on Thursday 17 June 2010.
Further information visit www.field.org.au
Presentation delivered by Ross Coverdale; CEO Araluen Centre at field Ageing and Disability forum held on Thursday 19 June 2010.
The development of an ageing Action plan – our journey, why and how it was developed and what we hope to achieve
Further information at www.field.org.au
Janine Edwards; Nillumbik Community Health Centre
The necessity for long term planning, individual case studies
Presentation at field Ageing and Disability Forum held on Thursday 17 June 2010.
Further information visit www.field.org.au
Presentation by Dr George Taleporos from field - Disability and Sexuality Forum held on Thursday 18 March at Darebin Arts and Entertainment Centre, Preston.
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Premium MEAN Stack Development Solutions for Modern BusinessesSynapseIndia
Stay ahead of the curve with our premium MEAN Stack Development Solutions. Our expert developers utilize MongoDB, Express.js, AngularJS, and Node.js to create modern and responsive web applications. Trust us for cutting-edge solutions that drive your business growth and success.
Know more: https://www.synapseindia.com/technology/mean-stack-development-company.html
Improving profitability for small businessBen Wann
In this comprehensive presentation, we will explore strategies and practical tips for enhancing profitability in small businesses. Tailored to meet the unique challenges faced by small enterprises, this session covers various aspects that directly impact the bottom line. Attendees will learn how to optimize operational efficiency, manage expenses, and increase revenue through innovative marketing and customer engagement techniques.
Affordable Stationery Printing Services in Jaipur | Navpack n PrintNavpack & Print
Looking for professional printing services in Jaipur? Navpack n Print offers high-quality and affordable stationery printing for all your business needs. Stand out with custom stationery designs and fast turnaround times. Contact us today for a quote!
The key differences between the MDR and IVDR in the EUAllensmith572606
In the European Union (EU), two significant regulations have been introduced to enhance the safety and effectiveness of medical devices – the In Vitro Diagnostic Regulation (IVDR) and the Medical Device Regulation (MDR).
https://mavenprofserv.com/comparison-and-highlighting-of-the-key-differences-between-the-mdr-and-ivdr-in-the-eu/
Digital Transformation and IT Strategy Toolkit and TemplatesAurelien Domont, MBA
This Digital Transformation and IT Strategy Toolkit was created by ex-McKinsey, Deloitte and BCG Management Consultants, after more than 5,000 hours of work. It is considered the world's best & most comprehensive Digital Transformation and IT Strategy Toolkit. It includes all the Frameworks, Best Practices & Templates required to successfully undertake the Digital Transformation of your organization and define a robust IT Strategy.
Editable Toolkit to help you reuse our content: 700 Powerpoint slides | 35 Excel sheets | 84 minutes of Video training
This PowerPoint presentation is only a small preview of our Toolkits. For more details, visit www.domontconsulting.com
VAT Registration Outlined In UAE: Benefits and Requirementsuae taxgpt
Vat Registration is a legal obligation for businesses meeting the threshold requirement, helping companies avoid fines and ramifications. Contact now!
https://viralsocialtrends.com/vat-registration-outlined-in-uae/
Buy Verified PayPal Account | Buy Google 5 Star Reviewsusawebmarket
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USA WEB MARKET is the Best Verified PayPal, Payoneer, Cash App, Skrill, Neteller, Stripe Account and SEO, SMM Service provider.100%Satisfection granted.100% replacement Granted.
Business Valuation Principles for EntrepreneursBen Wann
This insightful presentation is designed to equip entrepreneurs with the essential knowledge and tools needed to accurately value their businesses. Understanding business valuation is crucial for making informed decisions, whether you're seeking investment, planning to sell, or simply want to gauge your company's worth.
Personal Brand Statement:
As an Army veteran dedicated to lifelong learning, I bring a disciplined, strategic mindset to my pursuits. I am constantly expanding my knowledge to innovate and lead effectively. My journey is driven by a commitment to excellence, and to make a meaningful impact in the world.
Implicitly or explicitly all competing businesses employ a strategy to select a mix
of marketing resources. Formulating such competitive strategies fundamentally
involves recognizing relationships between elements of the marketing mix (e.g.,
price and product quality), as well as assessing competitive and market conditions
(i.e., industry structure in the language of economics).
Company Valuation webinar series - Tuesday, 4 June 2024FelixPerez547899
This session provided an update as to the latest valuation data in the UK and then delved into a discussion on the upcoming election and the impacts on valuation. We finished, as always with a Q&A
Kseniya Leshchenko: Shared development support service model as the way to ma...Lviv Startup Club
Kseniya Leshchenko: Shared development support service model as the way to make small projects with small budgets profitable for the company (UA)
Kyiv PMDay 2024 Summer
Website – www.pmday.org
Youtube – https://www.youtube.com/startuplviv
FB – https://www.facebook.com/pmdayconference
"𝑩𝑬𝑮𝑼𝑵 𝑾𝑰𝑻𝑯 𝑻𝑱 𝑰𝑺 𝑯𝑨𝑳𝑭 𝑫𝑶𝑵𝑬"
𝐓𝐉 𝐂𝐨𝐦𝐬 (𝐓𝐉 𝐂𝐨𝐦𝐦𝐮𝐧𝐢𝐜𝐚𝐭𝐢𝐨𝐧𝐬) is a professional event agency that includes experts in the event-organizing market in Vietnam, Korea, and ASEAN countries. We provide unlimited types of events from Music concerts, Fan meetings, and Culture festivals to Corporate events, Internal company events, Golf tournaments, MICE events, and Exhibitions.
𝐓𝐉 𝐂𝐨𝐦𝐬 provides unlimited package services including such as Event organizing, Event planning, Event production, Manpower, PR marketing, Design 2D/3D, VIP protocols, Interpreter agency, etc.
Sports events - Golf competitions/billiards competitions/company sports events: dynamic and challenging
⭐ 𝐅𝐞𝐚𝐭𝐮𝐫𝐞𝐝 𝐩𝐫𝐨𝐣𝐞𝐜𝐭𝐬:
➢ 2024 BAEKHYUN [Lonsdaleite] IN HO CHI MINH
➢ SUPER JUNIOR-L.S.S. THE SHOW : Th3ee Guys in HO CHI MINH
➢FreenBecky 1st Fan Meeting in Vietnam
➢CHILDREN ART EXHIBITION 2024: BEYOND BARRIERS
➢ WOW K-Music Festival 2023
➢ Winner [CROSS] Tour in HCM
➢ Super Show 9 in HCM with Super Junior
➢ HCMC - Gyeongsangbuk-do Culture and Tourism Festival
➢ Korean Vietnam Partnership - Fair with LG
➢ Korean President visits Samsung Electronics R&D Center
➢ Vietnam Food Expo with Lotte Wellfood
"𝐄𝐯𝐞𝐫𝐲 𝐞𝐯𝐞𝐧𝐭 𝐢𝐬 𝐚 𝐬𝐭𝐨𝐫𝐲, 𝐚 𝐬𝐩𝐞𝐜𝐢𝐚𝐥 𝐣𝐨𝐮𝐫𝐧𝐞𝐲. 𝐖𝐞 𝐚𝐥𝐰𝐚𝐲𝐬 𝐛𝐞𝐥𝐢𝐞𝐯𝐞 𝐭𝐡𝐚𝐭 𝐬𝐡𝐨𝐫𝐭𝐥𝐲 𝐲𝐨𝐮 𝐰𝐢𝐥𝐥 𝐛𝐞 𝐚 𝐩𝐚𝐫𝐭 𝐨𝐟 𝐨𝐮𝐫 𝐬𝐭𝐨𝐫𝐢𝐞𝐬."
[Note: This is a partial preview. To download this presentation, visit:
https://www.oeconsulting.com.sg/training-presentations]
Sustainability has become an increasingly critical topic as the world recognizes the need to protect our planet and its resources for future generations. Sustainability means meeting our current needs without compromising the ability of future generations to meet theirs. It involves long-term planning and consideration of the consequences of our actions. The goal is to create strategies that ensure the long-term viability of People, Planet, and Profit.
Leading companies such as Nike, Toyota, and Siemens are prioritizing sustainable innovation in their business models, setting an example for others to follow. In this Sustainability training presentation, you will learn key concepts, principles, and practices of sustainability applicable across industries. This training aims to create awareness and educate employees, senior executives, consultants, and other key stakeholders, including investors, policymakers, and supply chain partners, on the importance and implementation of sustainability.
LEARNING OBJECTIVES
1. Develop a comprehensive understanding of the fundamental principles and concepts that form the foundation of sustainability within corporate environments.
2. Explore the sustainability implementation model, focusing on effective measures and reporting strategies to track and communicate sustainability efforts.
3. Identify and define best practices and critical success factors essential for achieving sustainability goals within organizations.
CONTENTS
1. Introduction and Key Concepts of Sustainability
2. Principles and Practices of Sustainability
3. Measures and Reporting in Sustainability
4. Sustainability Implementation & Best Practices
To download the complete presentation, visit: https://www.oeconsulting.com.sg/training-presentations
2. Practical Workforce Development
Recruitment & Retention…..getting it right
John Sauer, Project Coordinator
Research and Training Center,
University of Minnesota
sauer006@umn.edu
November 6, 2008
4. Dyad Activity
Think back to when you first started at your
organization….think about your responses to
the questions…talk with a partner
• What was your orientation like? What did you
like? What didn’t you like? Why?
• What do you do for orientation in your
organization?
5. The Purpose of Orientation
To help new workers feel confident and
comfortable about having made the correct
choice of employment and to help them
begin to develop a positive connection to the
organization and the specific position.
6. Key Components of Good
Orientations
• Separate out skill building activities from orientation
activities.
• Help the person feel comfortable in the environment.
(What are the “rules?” Where is the phone? etc.)
• Keep the focus on welcoming the new employee and
helping the employee fit in and feel comfortable.
• Provide information about the agency’s mission, vision,
philosophies and values.
7. • Use New Staff Survey (aka “30 day” or “New Hire”) to determine
How Well organization has been meeting the expectations of the
new employee and how satisfied the employee is with the new job.
• Create a set of “WELCOME” gifts and activities to help new worker
feel More Comfortable and Less Stressful, and to Socialize the
employee into Your Culture.
• Develop a Job Shadowing Program for New Employee for One or
Two weeks (or longer if needed)
• Design and Develop a Mentoring Program to help New DSP/FLS
connect better to Job Expectations, Work Site Informal and Formal
Practices and Organization Culture
ORIENTATION STRATEGIES
8. Mentoring: A definition
• Mentoring is defined as a method of teaching and
learning through a deliberate pairing of a more
skilled or experienced person with a lesser-skilled or
experienced one.
• The goal of this partnership is to help the mentee
feel supported, welcome and to support their growth
and development in specific competencies.
Taylor, Sauer et al: PEP Curriculum (2001)
9. Peer Empowerment Program
• The Peer Empowerment Program
(PEP): A Complete Toolkit for
Planning and Implementing Mentoring
Programs Within Community-Based
Human Services Organizations
• A planning guide and curriculum for
supervisors and agency staff focusing on
socialization and skill development for all
employees.
• Program Coordinator Guide, Facilitator
Guide and Learner Guide
(http://rtc.umn.edu/wddsp/dol.html)
10. Triad Activity
What makes training excellent?
• Think of your FAVORITE or BEST training experience. List
specific things that made it work for you.
• Think of other, LESS POSITIVE, experiences. List things that
made them negative or frustrating for you.
• Volunteers share 1 or 2 ideas
11. Common Problems with Training
From employee perspective:
• Finding training offered when we need it
• Finding training that meets our scheduling needs
• Finding training that adds value to our work and lives
• Finding training in a format that works for us
From trainer/administrator perspective:
• Ensuring compliance with mandates and requirements
• Effectively coordinating and scheduling training events
• Finding high quality training resources and opportunities
What are some other issues?
12. Competency Based Training
ID Desired Outcomes
ID Needed Skills
(CSSS)
Measure Current Skills
Set Learning Expectations
ID Training Strategy and Provide
Training
Transfer skills to job
Evaluate Performance
13. Competencies:
• Community Support Skill Standards (CSSS) Identifies
master level practice standards for DSPs in progressive,
community-based human service work environments, with
a cross-consumer focus (i.e. not specific to one type of
disability or human service need). Find this at
www.hsri.org
• Community Residential Core Competencies (CRCC) CRCC
job analysis describes the necessary base competencies
required for DSPs working in community residential
services for people with developmental disabilities. Find it
at http://rtc.umn.edu/dsp
• Minnesota Frontline Supervisor Competencies and
Performance Indicators (MNFLSCPI) The MNFLSCPI
competencies are required of frontline supervisors
providing community support services to people with
developmental disabilities in both residential and vocational
settings. Find it at: http://rtc.umn.edu/dsp
14. College of Direct Support
The Australia CDS web site:
http//:www.collegeofdirectsupport.com/australia
USA Data:
114,000 DSP learners each day
30 states
1,040,000+ hours completed
15. Apprenticeship in Community Human Services
• Currently, there is a national DSP classification of
apprenticeship within the Department of Labor—Direct
Support Specialist
• Some 37,000 program sponsors, representing over a
quarter million employers, industries and companies,
offer registered apprenticeship training. (www.dol.gov)
• Apprenticeships typically coexist with full time
employment.
• Apprenticeship programs require an escalating wage
• Check out (www.dol.gov) for additional information
16. National DSP
Credential Program
– Launched July 2006
– Is industry driven and VOLUNTARY
– Establishes national patterns for work-based
learning and related instruction
– Is based on nationally validated competencies
(knowledge, skills, and attitudes) called the
Community Support Skill Standards, the
NADSP Code of Ethics and DSP
Professionalism
– Is affordable, flexible, portable, and nationally
recognized
– Verification process to confirm DSP
certification status
– 3 Levels- DSP-R, DSP-C, DSP-S
– About 130 DSP-Rs have been achieved
17. NADSP DSP Credentialing
Program Guidebook
• Reviews what credentialing is and why it is important
• Overview of the NADSP Credentialing Program
– Descriptions of the three tiers
– Requirements of the program and its components
– Application process and how to use the required forms
– Grievance process
– Accreditation of educational programs process overview
• Portfolio development overview
– Instructions for how to complete a portfolio
– Portfolio review process
• Using mentors
– Role of mentors
– Importance of using a mentor
Editor's Notes
Emphasize that orientation is NOT training and we do a lot of skill and technical training in what we often call orientation. Refer to their descriptions of how they do orientation and point out that a lot of technical training occurs in that tie period.
Orientation practices can have a significant effect on early turnover Poor or absent orientation practices can leave employees feeling overwhelmed and underappreciated The hardest things for anyone starting a new job include: Getting to know the people they support & other staff members Learning the routines and completing duties Finding out that not everyone gets along with one another Adjusting to the schedule Learning and remembering everything
Some additional areas to consider are: Describe and assist employees in understanding and performing critical job skills and duties . Provide realistic information regarding stresses and provide methods for understanding and handling stress. Help people connect with others who are part of their jobs. (personnel, coworkers, consumers, families, executives, etc.)
The 30 day or new hire survey can be found in all three RTC resources: the Book, the RRD curriculum, and the CFSM courses We will now talk about Mentoring as an orientation strategy.
The Peer Empowerment Program (PEP): A Complete Toolkit for Planning and Implementing Mentoring Programs Within Community-Based Human Services Organizations By M. Taylor, J. Sauer, A. Hewitt, S. O'Nell, and S. Larson A planning guide and curriculum for supervisors and agency staff focusing on socialization and skill development for all employees. (2001) • Cost: $37.00 for a package which includes Program Coordinator Guide, Facilitator Guide, and Learner Guide. Learner Guides may be photocopied.
After group discussion, refer to handout of “good training”
Employee Perspective Finding training offered when they need it : In order to retain information, employees must use it as soon as possible after learning it. Training schedules that are not based on employee needs can result in employees working without important training, or losing skills that are not used shortly after training. Finding training that meets their scheduling needs : Today, employees juggle more responsibilities than ever, often with less resources. The more flexible training is, the more likely the employee will be motivated to participate in it. Finding training that adds value to their work or lives : There needs to be a strong connection between employees’ perception of their needs and the training that is offered. Otherwise, employee “cooperation” with training will not be high. Finding training in a format that works for them: Every person learns differently. Training needs to meet an employee’s needs and their learning style, not the instructor’s. Trainer/Administrator Perspective Ensuring compliance with mandates and requirements : While many industries have to deal with mandates regarding occupational safety and fair labor practices, the human services field often have additional training mandates. Coordination of training events : This includes scheduling of rooms, resources, trainers, and employees, gathering and organizing materials, and marketing the training events. Finding high quality training resources and events : Many times trainers and FLSs find it challenging to identify effective, high quality training events, trainers, or materials that are available when needed.
Identifying what outcomes you want for persons with disabilities so you have a foundation on which to base your values, mission, and policies and practices. Identifying which skills an employee needs to develop to meet the desired outcomes and to perform the direct support professional job most effectively Measuring current knowledge, skills and attitudes of DSPs so you know where the learning gaps are to target for training. Ensuring that specific skills have been mastered by the employee usually during or after orientation of training events Demonstrating that the employee has important skills and knowledge to perform their job competently Assessment of employee competence is a critical part of designing, implementing, and revising training. Competencies are skills and behaviors…. Things you can do and show: Knowledge Skills Abilities Attitudes Acquired through work experience, life experience, study or training
There are at least three current job analyses that have already been done in the area of community based human services work. These job analyses provide specific skill statements and important competencies for various positions in human services.:
Apprenticeships are typically full time b/c there is a 2000 hour work requirement that must be met in order to obtain apprenticeship. Apprenticeship programs require an escalating wage, so an increase in pay must be awarded upon completion. For employers, benefits include: Skilled workers trained to industry/employer specifications to produce quality results Reduced turnover For employees, benefits include: Portable credentials recognized nationally and often globally Opportunity for college credit and future degrees.
Three levels within the national credentialing program DSP –Registered DSP - Certified Training and work sample requirements DSP - Specialized Training and work sample requirements Four Specialized Certificates Positive Behavior Support Health Support Inclusion Supervision and Mentoring