The core values are the guiding principles that dictate behavior and action. Core values can help people to know what is right from wrong; they can help organizations determine if they are on the right path and fulfilling their strategic goals; and they create an unwavering and unchanging guide to an organization’s identity.
In this session we welcomed first time visitors to the AUA conference. This was an ideal opportunity to network with other newcomers, see what’s in store for the two days, and find out how to get the most out of the conference.
The core values are the guiding principles that dictate behavior and action. Core values can help people to know what is right from wrong; they can help organizations determine if they are on the right path and fulfilling their strategic goals; and they create an unwavering and unchanging guide to an organization’s identity.
In this session we welcomed first time visitors to the AUA conference. This was an ideal opportunity to network with other newcomers, see what’s in store for the two days, and find out how to get the most out of the conference.
Functions and Rules of Institutional Quality Assurance Cell (IQAC) Md. Nazrul Islam
After completion of the training workshop, the participants will be able to know:
- the Significance of IQAC;
- QA in Higher Education;
- Institutional Quality Assurance Cell (IQAC)
- Establishment of IQAC
- Objectives of the IQAC
- Purposes of Quality in Higher Education
- The Role of IQAC
- IQAC Management
- Quality Assurance Committee (QAC)
- Functions of IQAC
- Conclusion
Impact of SA process on Quality Improvement in HEIsMd. Nazrul Islam
After completion of the presentation, the participants will be able to know the :
- Introduction and background of SA
- Purpose of SA Process
- Quality Assurance in Higher Education of Bangladesh
- Self-Assessment Process at the program level
- IQAC at SAU
- Conclusion
Learn more about differing models of two year degrees
•
Discuss and debate some of the wider issues around the model
•
Think about the implications of the structure on your own job
•
Consider which of the professional behaviours you think are most needed in the structure
The workshop will begin with a case study from University of Salford, focused on how we are developing and embedding a career culture within our Library. It will be followed by ‘cafe conversations’ with delegates, where they will be able practice the co-creation techniques we have been using at Salford, to explore how career pathways might be developed within their own teams / organisations. The Library has always invested significantly in the development of its people, but feedback from Best Companies Survey and other forums indicated a need to more clearly signpost career pathways and ways to learn and grow. We wanted to establish a career framework which would incorporate and build on existing Library learning and development opportunities, rather than ‘lifting and shifting’ a model from elsewhere. There are three prongs to the approach we used:-
The 70/20/10 model was used to identify and structure learning interventions and to develop a Learning and Development Toolkit
Career conversations with Managers enabled colleagues to identify career pathways, options and outcomes
A career guide will be available to help colleagues navigate their options
We used a co-creative approach to build the framework, which brought together a cross section of people from the library to share their experience and resources. Co-creation was not a natural approach for some of our colleagues, so it was a great learning experience. The framework is sustainable and real. It has been created, owned and delivered by our colleagues. The outcomes are innovative and Library colleagues practised a core skill which underpins the University’s single strategy – Industry Collaboration Zones, which are driven by co-creation. Our journey was facilitated by a member of our Organisational Development team.
As Houston Community College moves its Information Technology
services forward to achieve the goals set out by the Board of Trustees, Chancellor Maldonado, and Dr. Bill Carter, this report is intended to serve as a road-map and guide of where the institution has been, where it is now, and how to chart a course for the future. Over the last few years there has been incredible growth and change in the college, the student body, and the overall HCC community, as well as the technologies and processes the college uses to serve these populations.
Presented by:
Dr. Lisa D’Adamo-Weinstein, Director of Academic Support , SUNY Empire State College
Dr. Tacy Holliday, Governance Coordinator, Montgomery College, NCLCA Learning Center Leadership Level
Description: Measuring and evaluating student success is crucial to retention efforts and program development. Join us as we talk about the key elements necessary to measure student success in your tutoring and learning centers. We will assist you in developing an assessment plan for your own center.
Understand approaches to career management.
Consider tools and techniques available in HE context.
Articulate a personal career plan.
Identify your next step.
Functions and Rules of Institutional Quality Assurance Cell (IQAC) Md. Nazrul Islam
After completion of the training workshop, the participants will be able to know:
- the Significance of IQAC;
- QA in Higher Education;
- Institutional Quality Assurance Cell (IQAC)
- Establishment of IQAC
- Objectives of the IQAC
- Purposes of Quality in Higher Education
- The Role of IQAC
- IQAC Management
- Quality Assurance Committee (QAC)
- Functions of IQAC
- Conclusion
Impact of SA process on Quality Improvement in HEIsMd. Nazrul Islam
After completion of the presentation, the participants will be able to know the :
- Introduction and background of SA
- Purpose of SA Process
- Quality Assurance in Higher Education of Bangladesh
- Self-Assessment Process at the program level
- IQAC at SAU
- Conclusion
Learn more about differing models of two year degrees
•
Discuss and debate some of the wider issues around the model
•
Think about the implications of the structure on your own job
•
Consider which of the professional behaviours you think are most needed in the structure
The workshop will begin with a case study from University of Salford, focused on how we are developing and embedding a career culture within our Library. It will be followed by ‘cafe conversations’ with delegates, where they will be able practice the co-creation techniques we have been using at Salford, to explore how career pathways might be developed within their own teams / organisations. The Library has always invested significantly in the development of its people, but feedback from Best Companies Survey and other forums indicated a need to more clearly signpost career pathways and ways to learn and grow. We wanted to establish a career framework which would incorporate and build on existing Library learning and development opportunities, rather than ‘lifting and shifting’ a model from elsewhere. There are three prongs to the approach we used:-
The 70/20/10 model was used to identify and structure learning interventions and to develop a Learning and Development Toolkit
Career conversations with Managers enabled colleagues to identify career pathways, options and outcomes
A career guide will be available to help colleagues navigate their options
We used a co-creative approach to build the framework, which brought together a cross section of people from the library to share their experience and resources. Co-creation was not a natural approach for some of our colleagues, so it was a great learning experience. The framework is sustainable and real. It has been created, owned and delivered by our colleagues. The outcomes are innovative and Library colleagues practised a core skill which underpins the University’s single strategy – Industry Collaboration Zones, which are driven by co-creation. Our journey was facilitated by a member of our Organisational Development team.
As Houston Community College moves its Information Technology
services forward to achieve the goals set out by the Board of Trustees, Chancellor Maldonado, and Dr. Bill Carter, this report is intended to serve as a road-map and guide of where the institution has been, where it is now, and how to chart a course for the future. Over the last few years there has been incredible growth and change in the college, the student body, and the overall HCC community, as well as the technologies and processes the college uses to serve these populations.
Presented by:
Dr. Lisa D’Adamo-Weinstein, Director of Academic Support , SUNY Empire State College
Dr. Tacy Holliday, Governance Coordinator, Montgomery College, NCLCA Learning Center Leadership Level
Description: Measuring and evaluating student success is crucial to retention efforts and program development. Join us as we talk about the key elements necessary to measure student success in your tutoring and learning centers. We will assist you in developing an assessment plan for your own center.
Understand approaches to career management.
Consider tools and techniques available in HE context.
Articulate a personal career plan.
Identify your next step.
Accreditation is a third-party attestation related to a conformity assessment body conveying formal demonstration of its competence to carry out specific conformity assessment tasks. An authoritative body that performs accreditation is called an 'accreditation body'
WA Guidelines for Career Development and Transitions Dr Peter Carey
The Western Australian Guidelines for Career Development and Transition Support Services is a response to the National Framework for Career and Transition Services. This approach has been developed between the Department of Education and Training of Western Australia, the Catholic Education Office of Western Australia and the Association of Independent Schools of Western Australia and outlines a comprehensive approach by schools to assist students in managing the various stages of transition.
To make effective transitions through school and on to further education, training and employment, students require access to information and suitably qualified people that will assist them in this process. Before making and implementing decisions about careers, students also need to develop a knowledge and under standing of themselves in relation to the workforce and need to be aware of current labour market trends. This includes consolidating the skills required to learn further, as well as recognising and developing employability skills through the course of their everyday learning at school, in employment and training pathways, at home and in the community.
The objective of this Resource Collection is to provide students with access to career development services and information that will assist them to make informed choices about learning, work and life opportunities. The Guidelines present a range of options which could be implemented to support young people in making effective transitions and can be used as a tool to assist schools in planning for and providing services and information to support this process.
http://www.ceo.wa.edu.au/home/carey.peter/guidelines.html
School Counselors – Become a Change Agent for College and Career ReadinessNAFCareerAcads
Does your school struggle to define the role of school counselors within your academy? This session provides details on what counselors need to know about
the NAF model and how it relates to their daily work. Learn about developmental guidance with a focus on how to connect career counseling with work-based learning. Hear from fellow counselors across the country on how to support students in college and career readiness. This session is crucial for all counselors and school leaders!
Presenter:
Maria Alutto,
Paxton/Patterson
This is an overview of the West Australian Curriculum : Technologies adapted from the ACARA Australian Curriculum. iT provides timelines for implementation in WA
Planning Tool: WA Guidelines for Career Development and Transitions Dr Peter Carey
The Planning Tool will assist teachers reflect on where they are at to a whole school approach to creating a career Development Culture in a school environment
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
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Premium MEAN Stack Development Solutions for Modern BusinessesSynapseIndia
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[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
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.
Discover the innovative and creative projects that highlight my journey throu...dylandmeas
Discover the innovative and creative projects that highlight my journey through Full Sail University. Below, you’ll find a collection of my work showcasing my skills and expertise in digital marketing, event planning, and media production.
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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).
Enterprise Excellence is Inclusive Excellence.pdfKaiNexus
Enterprise excellence and inclusive excellence are closely linked, and real-world challenges have shown that both are essential to the success of any organization. To achieve enterprise excellence, organizations must focus on improving their operations and processes while creating an inclusive environment that engages everyone. In this interactive session, the facilitator will highlight commonly established business practices and how they limit our ability to engage everyone every day. More importantly, though, participants will likely gain increased awareness of what we can do differently to maximize enterprise excellence through deliberate inclusion.
What is Enterprise Excellence?
Enterprise Excellence is a holistic approach that's aimed at achieving world-class performance across all aspects of the organization.
What might I learn?
A way to engage all in creating Inclusive Excellence. Lessons from the US military and their parallels to the story of Harry Potter. How belt systems and CI teams can destroy inclusive practices. How leadership language invites people to the party. There are three things leaders can do to engage everyone every day: maximizing psychological safety to create environments where folks learn, contribute, and challenge the status quo.
Who might benefit? Anyone and everyone leading folks from the shop floor to top floor.
Dr. William Harvey is a seasoned Operations Leader with extensive experience in chemical processing, manufacturing, and operations management. At Michelman, he currently oversees multiple sites, leading teams in strategic planning and coaching/practicing continuous improvement. William is set to start his eighth year of teaching at the University of Cincinnati where he teaches marketing, finance, and management. William holds various certifications in change management, quality, leadership, operational excellence, team building, and DiSC, among others.
What is the TDS Return Filing Due Date for FY 2024-25.pdfseoforlegalpillers
It is crucial for the taxpayers to understand about the TDS Return Filing Due Date, so that they can fulfill your TDS obligations efficiently. Taxpayers can avoid penalties by sticking to the deadlines and by accurate filing of TDS. Timely filing of TDS will make sure about the availability of tax credits. You can also seek the professional guidance of experts like Legal Pillers for timely filing of the TDS Return.
Cracking the Workplace Discipline Code Main.pptxWorkforce Group
Cultivating and maintaining discipline within teams is a critical differentiator for successful organisations.
Forward-thinking leaders and business managers understand the impact that discipline has on organisational success. A disciplined workforce operates with clarity, focus, and a shared understanding of expectations, ultimately driving better results, optimising productivity, and facilitating seamless collaboration.
Although discipline is not a one-size-fits-all approach, it can help create a work environment that encourages personal growth and accountability rather than solely relying on punitive measures.
In this deck, you will learn the significance of workplace discipline for organisational success. You’ll also learn
• Four (4) workplace discipline methods you should consider
• The best and most practical approach to implementing workplace discipline.
• Three (3) key tips to maintain a disciplined workplace.
2. Acknowledgement of Country
We would like to show our
respect and acknowledge the
traditional custodians of this
land, of elders past and
present, on which this event
takes place.
3. The WA Guidelines for Career
Development and Transitions
and it’s
Audit and Planning Tools
9.00 am Welcome and Acknowledgement of Country
9.02 am Introduction to NPP YAT
9.05 am The Official Launch: Mr David Wood
9.10 am Key Principles- WA Guidelines for Career
Development and Transitions
9.20 am Using the Audit Tool- Practitioner Reflection
9.40 am Career Practitioners section of the Career Centre
website
10.00 am Morning tea and networking
4. First
Launched
in 2006
The WA Guidelines was
first launched in 2006 after
being signed off by the
three Sector/System
Directors.
This is very unique in
Australia and quite a
significant statement about
the importance and value
of career development.
5. WA Guidelines for Career Development and
KEY PRINCIPLES Transitions
Career development in schools needs to:
be a whole school approach - K to 12. It is the responsibility of all teachers
not just the career development practitioner- if it is to be sustainable.
be for ALL students not just the few, and parents should be encouraged to be
engaged and involved.
have the support of the school’s Leadership Team- - all teachers – for
all students - parents involved
be part of the school’s ongoing strategic planning and evaluation …
Career Development needs to be seen as an important education goal of the
school.
have adequate resources allocated to provide the essential programs,
6. WA Guidelines for Career Development and Transitions
Back
The Guidelines lists twelve (12) essential Career Development
programs and services
Career Education
Career Information, Guidance and Counselling
Career Development Support
Individual Pathway and Exit Plans
Transition Portfolio
Transition Support
Mentoring
Monitoring and Tracking
Placement or Referral
Post-School Support
Vocational Education and Training (VET), Workplace learning and Vocational
Learning
7. An Audit and Planning tool
An Audit and Planning tool has been developed to
assist schools to implement the 5 key areas of the
WA Guidelines and determine ‘where schools are at’ in
relation to promoting and creating a career development
culture in schools:
Whole School Planning, Support & Coordination
Embedding the 11 Career Competencies of the Australian Blueprint
Program Development & Redesign
Effective Implementation of 12 essential career development programs and
services
Continual promotion and evaluation next
8. The Audit and Planning Tool
What is it?
A framework to support schools in the design and
implementation of a career development culture in
schools.
Based on the Australian Blueprint for Career
Development and the WA Guidelines for
Career Development and Transitions and
underpinned by the Professional Standards for
Career Development Practitioners.
9. The Audit and Planning Tool
How is it used?
Audit Tool- Is a self assessment tool-
a ‘rubric’ which identifies areas that
are in need of attention and what
could be done to move forward.
Planning Tool- Using templates to
identify proposed outcomes, actions and
a timeframe.
13. An Extract from the Planning Tool- Element 3: Program Development / Redesign
3.3 Individual Pathway Plans (Proposed Outcomes, Action Required and Timeframe)
To be located at: http://www.careercentre.dtwd.wa.gov.au/Pages/CareerCentre.aspx
14. 1: Whole School Planning, Support
& Coordination
School & Community Support:
Acceptance of the Leadership Team - all
teachers – for all students - parents
involved
Career Development Coordination
of program and service delivery and their
evaluation by someone?
Staff Professional Development
Sustainability
15. 2. Embedding Career Competencies
(Blueprint)
We need to:
Conduct a needs assessment: staff
needs for delivery … are the students
needs met?
Identify connection with other
programs – Integrated curriculum
Conduct an audit: are all the
competencies of the Blueprint being met?
In what learning areas?
16. 3. Program Development /
Redesign
Program Delivery:
Career Education
Vocational Education and Training (VET),
Workplace learning and Vocational Learning
Individual Pathway Planning
Exit Planning
Transition Portfolio
17. 3. Program Development /
Redesign
Service Provision:
Access & Equity
Community, Industry & interagency
relationships
Community, Industry & interagency
relationships
Mentoring
Monitoring & Tracking
Placement or Referral
Transition Support
19. 5. Continual Promotion
Promote the programs and services
through staff, parent evenings etc. e.g.
Develop and Implement a career
resource centre
20. Resources
Department of Education: Promoting a Career
Development Culture in Schools file & Career
Education lessons CD
WA Career Centre Online
http://www.careercentre.dtwd.wa.gov.au/Pages/CareerCentre.aspx
Cross Sectoral WA publication: Career
Development and Transition Support Services file
Victorian Government: Careers and Transition
resource kit
http://www.education.vic.gov.au/school/teachers/support/Pages/careers.aspx
Career Keys (QLD): Career and Transition
workbooks
Careercope (Canada) : Career education
resource
21. things!
Teachers assist and support students in career development:
In Managing Life
•to be literate and numerate
•to feel good about themself
•to be a good corporate citizens
•to be an active participant in the community
•to be a lifelong learner having an opportunity for psychological success
•to be resilient
In Manage Learning
•to develop learning to learn skills, metacognitive skills …
•to develop critical thinking skills
•to develop social and personal skills
•to navigate the curriculum to achieve WACE- make lifelong career choices
•to take responsibility for ones learning and career management
In Managing Work
•to plan, explore and make decisions about life, learning and work assisted through the
participation in IPPs, transition planning and exit plans
•to develop career management skills
These are the responsibility of ALL teachers? Back
22. The support of the school’s
Leadership Team
… to ensure that all students are equipped and
supported to:
make informed choices about learning, work and life
opportunities and take personal responsibility for those choices;
develop, implement, review and adapt action strategies to
optimise learning, work and life choices; and
access relevant and timely information and networks.
Back
Editor's Notes
It is important that teachers realise that what is being asked of them is not additional work that places further demands on their own, or their students’, time. In most cases, making explicit the links between the content of subject learning and the future aspirations of students adds to the relevance of learning, increases motivation and provides a focus for students. Can’t do it alone. Committee: advisory or steering. Chair / leader / coordinator: provides overall leadership coordinate the whole school approcah. Someone with genuine interest and time Maybe involve a community member or link to a community group (LCP) Need to involve administrators to facilitate support This will assist in all learning areas to take ownership of this new culture and therefore not leave it up to one learning area to manage. 2004: I had an assistant 1/day per week assisting with SWL (80 students) 2005: New assistant 2/days per week SWL / VET (90 students) / commenced a “Careers & Transition” team (Dep, me, psych, assistant 2006: Assistant 2/days per week SWL/VET/work exp all facets of careers / careers team in full swing, managed the audit etc. 2007: as 2006, incorporated the yr 10 prac program team leader (new position of resp removed from a Form class: 2 periods: 0.08FTE) Identify the need for PD (link to CEAWA, AACC, other forums… I’d like to start some) Activity 21 – What sort of Staff Development that maybe required in the school. – Brainstorm In groups of 8 – Brainstorm write ideas on butchers paper. Display around room. Then select 1 person from each group to summarise their ideas. Bluetac and sticky tape/ Butchers papers, markers.
Embedding Career Competencies (ABCD) Needs assessment Identify needs of students / school. Provides a basis for selecting / implementing activities. Critical to allocate funds / time to conduct this. Brainstorming / surveys… Needs analysis : for students. Plan what instrument you might use to identify their current exposure they have had to career competencies ( try to reduce overlap and repetition ) and therefore determining areas you wish to target. How can you determine past exposure to career competencies ?How do you determine areas of need to focus on? Section Two and Section Three (for teachers) and for students (in file) I found that some eg’s were needed to make the survey understandable (see maz career audit tool) Activity 22: Activity to familiarise with competencies: complete section 2 / 3. Use my elaborated phrases from maz audit Using information collated from survey instruments, you can gather a picture of the amount of exposure students have to the competencies. Connection Consider other programs within school. The blueprint can be used to as an organiser for current programs in schools (avoid duplication) ( Key idea ) Audit current activity : Identify competencies that learning areas address without changing anything. Adapt the 11 Career Competencies in a nutshell. (look at maz learning area audit tool) There is more than you will expect. Teachers will then feel that they have a part to play in Career Development. Activity 23: Learning area audit tool
Programs Using this workshop / other forums to tap into information about different programs / activities / resources etc. Services Using this workshop / other forums to tap into information about different programs / activities / resources etc. Implementation Slide : Use / tap into tools to measure success eg. Rates of student transfer to post school destinations Activity 24 – What type of monitoring, reviewing and evaluation do you currently do? In groups of 8 – Brainstorm write ideas on butchers paper. Display around room. Then select 1 person from each group to summarise their ideas. Bluetac and sticky tape/ Butchers papers, markers. If you ’re not living life on the edge, then you’re taking up too much space. Don ’t take yourself too seriously (Laugh at yourself) Promotion Slide: Brochure Evenings Career info centre Activity 25: SWOT analysis on the process