The document describes the AUA's Membership Accreditation Scheme, which recognizes members' commitment to ongoing professional development. It outlines the scheme's requirements, including completing 25-30 hours of CPD over 2-3 years, writing a 750-1500 word reflective statement relating CPD to professional behaviors, and providing evidence of a relevant qualification or professional capability. Members can plan and record their CPD and reflections using the association's online tools. The scheme aims to support members in continuously developing skills and knowledge to further their careers in higher education administration.
The Other Side of Salesforce: Faculty SuccessSalesforce.org
The document discusses how Salesforce has improved faculty management processes at the University of Colorado Leeds School of Business. It summarizes that Salesforce consolidated disparate faculty data sources into a single system, automated key processes like new hire requests and offer letters, and has saved over 500 staff hours through process automation. Surveys found faculty are satisfied with the system and that adoption increases with training. Looking ahead, the university aims to further automate accounting, travel reimbursement, and accreditation compliance processes.
Summer institute and jerusalem fellowship quarterliesPresenTense Group
- The document summarizes PresenTense Group's quarterly meeting for Q2 2010, discussing the summer fellowship program, Jerusalem fellowship, and plans for the future.
- For the summer fellowship, 116 people applied from over 20 countries, with 59 advancing to round 2. Videos were found to be more impressive than essays.
- The Jerusalem fellowship involved skillbuilding sessions, coaching, mentoring, and an assessment of the program's effectiveness. The workbook was translated but needed better adaptation to Hebrew.
- Budgets were discussed and plans were outlined for future fellowships, including the winter and summer programs.
This document provides a summary of a Career & Technical Education faculty and staff forum that took place in Fall 2016. The agenda covered celebrating CTE programs, reviewing the CTE report card on enrollment and completion rates, discussing funding opportunities, the role of the CTE liaison, how to apply for and report on CTE grants, and accessing labor market data. The forum aimed to support CTE programs by addressing topics like industry alignment, scheduling, marketing, and utilizing advisory boards to improve completion rates and access funding opportunities like Perkins, Career Pathways Trust, and Strong Workforce Program grants.
The document discusses using personal development planning (PDP) and reflective practice as tools for career development. It outlines the benefits of planning, reflection, and setting SMART goals to help achieve objectives. Various reflective techniques are presented, such as using a journal, and revisiting reflections was encouraged to continually learn and improve. The session aimed to help delegates understand and apply PDP and reflection in their professional work.
The document discusses using the AUA CPD (Continuing Professional Development) Framework in practice. It provides an overview of the framework, how it was developed based on consultation with higher education institutions and professional bodies, and its key features. The framework is intended to support professional development at different levels - for individuals, teams, and institutions. The presentation demonstrates how to apply the framework through group exercises focused on personal development, team performance, and tailoring the framework to an organization. Attendees learn how the framework can be embedded within recruitment, induction, appraisal, and other human resource processes.
This document discusses professional certification from BCS, a professional body for IT professionals. It provides an overview of BCS, its international reach, and the certifications it offers in areas like Agile, business analysis, IT service management, and project management. The document focuses on the benefits of BCS certification in Agile and business analysis. For Agile, it describes the Foundation and Practitioner certificates and shares a case study of how certification helped transform Agile practices at Maersk. For business analysis, it outlines the various certification levels and shares testimonials on how certification has helped analysts and their organizations. The document encourages planning professional development with BCS's free online tool.
The Other Side of Salesforce: Faculty SuccessSalesforce.org
The document discusses how Salesforce has improved faculty management processes at the University of Colorado Leeds School of Business. It summarizes that Salesforce consolidated disparate faculty data sources into a single system, automated key processes like new hire requests and offer letters, and has saved over 500 staff hours through process automation. Surveys found faculty are satisfied with the system and that adoption increases with training. Looking ahead, the university aims to further automate accounting, travel reimbursement, and accreditation compliance processes.
Summer institute and jerusalem fellowship quarterliesPresenTense Group
- The document summarizes PresenTense Group's quarterly meeting for Q2 2010, discussing the summer fellowship program, Jerusalem fellowship, and plans for the future.
- For the summer fellowship, 116 people applied from over 20 countries, with 59 advancing to round 2. Videos were found to be more impressive than essays.
- The Jerusalem fellowship involved skillbuilding sessions, coaching, mentoring, and an assessment of the program's effectiveness. The workbook was translated but needed better adaptation to Hebrew.
- Budgets were discussed and plans were outlined for future fellowships, including the winter and summer programs.
This document provides a summary of a Career & Technical Education faculty and staff forum that took place in Fall 2016. The agenda covered celebrating CTE programs, reviewing the CTE report card on enrollment and completion rates, discussing funding opportunities, the role of the CTE liaison, how to apply for and report on CTE grants, and accessing labor market data. The forum aimed to support CTE programs by addressing topics like industry alignment, scheduling, marketing, and utilizing advisory boards to improve completion rates and access funding opportunities like Perkins, Career Pathways Trust, and Strong Workforce Program grants.
The document discusses using personal development planning (PDP) and reflective practice as tools for career development. It outlines the benefits of planning, reflection, and setting SMART goals to help achieve objectives. Various reflective techniques are presented, such as using a journal, and revisiting reflections was encouraged to continually learn and improve. The session aimed to help delegates understand and apply PDP and reflection in their professional work.
The document discusses using the AUA CPD (Continuing Professional Development) Framework in practice. It provides an overview of the framework, how it was developed based on consultation with higher education institutions and professional bodies, and its key features. The framework is intended to support professional development at different levels - for individuals, teams, and institutions. The presentation demonstrates how to apply the framework through group exercises focused on personal development, team performance, and tailoring the framework to an organization. Attendees learn how the framework can be embedded within recruitment, induction, appraisal, and other human resource processes.
This document discusses professional certification from BCS, a professional body for IT professionals. It provides an overview of BCS, its international reach, and the certifications it offers in areas like Agile, business analysis, IT service management, and project management. The document focuses on the benefits of BCS certification in Agile and business analysis. For Agile, it describes the Foundation and Practitioner certificates and shares a case study of how certification helped transform Agile practices at Maersk. For business analysis, it outlines the various certification levels and shares testimonials on how certification has helped analysts and their organizations. The document encourages planning professional development with BCS's free online tool.
Improve your skills with professional certificationBCS-IT
A presentation examining how professional certification through BCS, The Chartered Institute for IT, can contribute to your business success - from demonstrating credibility and professionalism to proof of a high standard of knowledge. Improve your career prospects and earn salary increases faster by setting yourself apart from your peers, and improve your organisation’s efficiencies and skill set. Map your professional development progress with the free BCS PDP tool to keep an easy-to-track record of your CPD. http://bit.ly/1nFxNfr
This project summarizes a mentoring partnership program for career development practitioners in British Columbia. It is funded by the government of Canada and province of British Columbia. The program involves practitioners being matched with mentors to develop skills in areas like employability counseling, labor market knowledge, and working with diverse clients. An evaluation will examine the effects on practitioners' skills and service delivery. The goal is to advance practitioners' professional development and improve career services for the public.
Introduction to PMI certification presentation on behalf of PMI-Delaware Valleu chapter. Presented to meetup group and individual interested in PMI certifications.
Why your accreditation status matters:
A recognised guarantee of capability
Offers a quality assurance of service provision
Ensures an individual’s/organisation’s competitive advantage
Formal recognition training, certification, experience and capability
Differentiates an individual/organisation from those without accreditation.
Benefits of being accredited:
Improves the experience for everyone
Demonstrates a commitment towards excellence
Our accreditation process provides comprehensive CPD feedback
Demonstrates confidence, capability and experience to deliver contracted services
Positively impacts on motivation, recruitment, retention, management, succession planning; proven to improve organisational culture.
This document discusses using the AUA CPD Framework to support professional transformation and change management. The session objectives are to practice applying the framework, consider how change impacts people, and reflect on how the framework could support future change initiatives. The framework uses professional behaviors to provide a comprehensive picture of effective performance expectations. It has benefits like a longer shelf life than skills and a focus on "how" work is done. The document provides examples of how individuals, teams, and organizations can use the framework for things like identifying strengths and areas for development, refocusing team purpose, and aligning learning and development activities.
The document discusses how professional certification through BCS can improve organizational success. It focuses on Agile and Business Analysis certification. For Agile, case studies show how Maersk embedded Agile practices across the organization through education and certification, resulting in increased productivity, reduced costs and faster delivery. For Business Analysis, certification formalizes skills, demonstrates credibility, and has helped analysts and their organizations win awards and improve effectiveness. Certification is positioned as valuable for both individuals and their employers.
The document summarizes the agenda and discussions at the Annual General Meeting of the Trade Union Congress held on November 13th, 2014 in London. Key topics discussed included approving the previous year's audited accounts, recruiting new trustees, the changing landscape in which the organization operates, an interim management report, and 5-year business milestones. A new governance structure and regional committee system was also proposed.
Franko Kowalczuk on professional registration.
Presented by Franko Kowalczuk at CILIP's New Professionals Day, 10 Oct 2014 http://www.cilip.org.uk/cilip/events/cilips-new-professionals-day-2014
The document provides information about a training program on health and safety foundations. It aims to help participants understand their role as training leaders, explain the importance of training and development, describe the stages of the training cycle, and plan and deliver short training sessions. The stages of the training cycle discussed are identifying training needs, setting learning objectives, planning and designing training, delivering training, and evaluating training. Factors that can influence learning like the learner, environment, and trainer are also addressed.
The Chartered Accountants Program is your pathway to becoming a CA, a widely recognised business qualification that’s sought after by employers across industries. Learn more about the Program, its content and how to apply.
ISACA is an international professional association focused on IT governance, control, security and risk management that was founded in 1969. ISACA offers several professional certifications for IT professionals including CISA, CISM, CGEIT and CRISC and has over 100,000 members globally. The document provides information on ISACA's history, certifications, exam requirements and administration, available study materials, continuing education requirements, and code of professional ethics.
Managing Change for CILIP West Midlands Regional Member NetworkJo Alcock
Presentation on the changes to CILIP Professional Registration, and some tips for managing change. Delivered on 5th February 2014 for CILIP West Midlands.
The Certied Business Analysis Professional (CBAP®)
designation is a sought-after certication from the International Institute of Business
Analysis (IIBA®) for professionals who have signicant Business Analysis experience.
This globally recognised professional credential is achieved after successfully
passing a rigorous three and a half hour exam of 150 questions based on the
Business Analysis Body of Knowledge (BABOK®).
Industry Partner / CBE Program Interface Faculty Development Model - Competen...Becky Lopanec
This document discusses the role of industry advisory boards in competency-based education (CBE) programs. It explains that advisory boards for CBE programs have three levels: Strategic Partners, a Business & Industry Team, and Program Advisory Boards.
Strategic Partners help identify workforce trends and design processes to gather employer needs data. The Business & Industry Team identifies current and emerging job needs and aligns curriculum with jobs. Advisory Boards advise on competencies, new developments, and provide feedback on curriculum and student progress.
The document provides examples of how each group contributes, such as helping to anticipate skills needs, create new curriculum, and revise existing programs. It also discusses best practices for qualifying and utilizing advisory
Bb Education on Tour | Consulting Services | Glenn Philpott, Director, Educat...Blackboard APAC
Blackboard Consulting Services provides educational consulting services globally to help institutions transform through online and blended learning. They have 160 consulting professionals and partnerships globally, with 10 full-time consultants based in Australia. Blackboard serves over 37,600 educational institutions worldwide. The document outlines 4 levels of consulting services Blackboard provides, from strategic consulting to help institutions develop visions and plans, to functional consulting to design programs and courses, to implementation consulting to set up operations, to technical consulting to deploy enabling technologies. Sample client cases and solutions are also presented.
What HR Practitioners Ought to Know About Employee Engagement ProgramsHuman Capital Media
Great corporate cultures are not created overnight, but cultivated by employees and determined by the level of engagement within. Much like workplace culture, employee engagement is a delicate balance of inputs such as teamwork, manager effectiveness, job satisfaction and many others that contribute to the employee engagement ecosystem.
During this webinar, we’ll hear from an HR leader who has taken a holistic approach in implementing engagement programs and strategies and will share their impact on workplace productivity and culture.
During this webinar you’ll hear about:
The inputs that affect employee engagement.
How engagement affects multiple facets of a business.
How your organization can create opportunities for employees to re-engage.
CEO of Upskilled, Jon Lang recently presented at the Migration Alliance Conferences in Sydney and Melbourne, detailing the importance of adhering to the Training Benchmark regulations put in place for organisations with employees on a 457 Visa. He also outlined why Upskilled is a great choice for Migration Agents and their clients to meet their training benchmark requirements.
After an extensive yet informative course, a project was created to demonstrate a learning experience. This assignment provides an opportunity for future lecturers and trainers in the professional business world to create an instructional design. Hopefully, this priceless experience will benefit others in a positive manner.
The document describes the RACE Program which consists of 3 components to help transform careers: 1) Career Coaching with 9 one-on-one sessions, 2) A WSQ Diploma in Leadership and People Management course, and 3) Career Excellence Membership. The program is founded by two leading training companies and provides structured career development, skills training, networking opportunities, and career coaching to help participants achieve career excellence. The document also outlines the program fees and payment plans available for different age groups and citizenships.
Improve your skills with professional certificationBCS-IT
A presentation examining how professional certification through BCS, The Chartered Institute for IT, can contribute to your business success - from demonstrating credibility and professionalism to proof of a high standard of knowledge. Improve your career prospects and earn salary increases faster by setting yourself apart from your peers, and improve your organisation’s efficiencies and skill set. Map your professional development progress with the free BCS PDP tool to keep an easy-to-track record of your CPD. http://bit.ly/1nFxNfr
This project summarizes a mentoring partnership program for career development practitioners in British Columbia. It is funded by the government of Canada and province of British Columbia. The program involves practitioners being matched with mentors to develop skills in areas like employability counseling, labor market knowledge, and working with diverse clients. An evaluation will examine the effects on practitioners' skills and service delivery. The goal is to advance practitioners' professional development and improve career services for the public.
Introduction to PMI certification presentation on behalf of PMI-Delaware Valleu chapter. Presented to meetup group and individual interested in PMI certifications.
Why your accreditation status matters:
A recognised guarantee of capability
Offers a quality assurance of service provision
Ensures an individual’s/organisation’s competitive advantage
Formal recognition training, certification, experience and capability
Differentiates an individual/organisation from those without accreditation.
Benefits of being accredited:
Improves the experience for everyone
Demonstrates a commitment towards excellence
Our accreditation process provides comprehensive CPD feedback
Demonstrates confidence, capability and experience to deliver contracted services
Positively impacts on motivation, recruitment, retention, management, succession planning; proven to improve organisational culture.
This document discusses using the AUA CPD Framework to support professional transformation and change management. The session objectives are to practice applying the framework, consider how change impacts people, and reflect on how the framework could support future change initiatives. The framework uses professional behaviors to provide a comprehensive picture of effective performance expectations. It has benefits like a longer shelf life than skills and a focus on "how" work is done. The document provides examples of how individuals, teams, and organizations can use the framework for things like identifying strengths and areas for development, refocusing team purpose, and aligning learning and development activities.
The document discusses how professional certification through BCS can improve organizational success. It focuses on Agile and Business Analysis certification. For Agile, case studies show how Maersk embedded Agile practices across the organization through education and certification, resulting in increased productivity, reduced costs and faster delivery. For Business Analysis, certification formalizes skills, demonstrates credibility, and has helped analysts and their organizations win awards and improve effectiveness. Certification is positioned as valuable for both individuals and their employers.
The document summarizes the agenda and discussions at the Annual General Meeting of the Trade Union Congress held on November 13th, 2014 in London. Key topics discussed included approving the previous year's audited accounts, recruiting new trustees, the changing landscape in which the organization operates, an interim management report, and 5-year business milestones. A new governance structure and regional committee system was also proposed.
Franko Kowalczuk on professional registration.
Presented by Franko Kowalczuk at CILIP's New Professionals Day, 10 Oct 2014 http://www.cilip.org.uk/cilip/events/cilips-new-professionals-day-2014
The document provides information about a training program on health and safety foundations. It aims to help participants understand their role as training leaders, explain the importance of training and development, describe the stages of the training cycle, and plan and deliver short training sessions. The stages of the training cycle discussed are identifying training needs, setting learning objectives, planning and designing training, delivering training, and evaluating training. Factors that can influence learning like the learner, environment, and trainer are also addressed.
The Chartered Accountants Program is your pathway to becoming a CA, a widely recognised business qualification that’s sought after by employers across industries. Learn more about the Program, its content and how to apply.
ISACA is an international professional association focused on IT governance, control, security and risk management that was founded in 1969. ISACA offers several professional certifications for IT professionals including CISA, CISM, CGEIT and CRISC and has over 100,000 members globally. The document provides information on ISACA's history, certifications, exam requirements and administration, available study materials, continuing education requirements, and code of professional ethics.
Managing Change for CILIP West Midlands Regional Member NetworkJo Alcock
Presentation on the changes to CILIP Professional Registration, and some tips for managing change. Delivered on 5th February 2014 for CILIP West Midlands.
The Certied Business Analysis Professional (CBAP®)
designation is a sought-after certication from the International Institute of Business
Analysis (IIBA®) for professionals who have signicant Business Analysis experience.
This globally recognised professional credential is achieved after successfully
passing a rigorous three and a half hour exam of 150 questions based on the
Business Analysis Body of Knowledge (BABOK®).
Industry Partner / CBE Program Interface Faculty Development Model - Competen...Becky Lopanec
This document discusses the role of industry advisory boards in competency-based education (CBE) programs. It explains that advisory boards for CBE programs have three levels: Strategic Partners, a Business & Industry Team, and Program Advisory Boards.
Strategic Partners help identify workforce trends and design processes to gather employer needs data. The Business & Industry Team identifies current and emerging job needs and aligns curriculum with jobs. Advisory Boards advise on competencies, new developments, and provide feedback on curriculum and student progress.
The document provides examples of how each group contributes, such as helping to anticipate skills needs, create new curriculum, and revise existing programs. It also discusses best practices for qualifying and utilizing advisory
Bb Education on Tour | Consulting Services | Glenn Philpott, Director, Educat...Blackboard APAC
Blackboard Consulting Services provides educational consulting services globally to help institutions transform through online and blended learning. They have 160 consulting professionals and partnerships globally, with 10 full-time consultants based in Australia. Blackboard serves over 37,600 educational institutions worldwide. The document outlines 4 levels of consulting services Blackboard provides, from strategic consulting to help institutions develop visions and plans, to functional consulting to design programs and courses, to implementation consulting to set up operations, to technical consulting to deploy enabling technologies. Sample client cases and solutions are also presented.
What HR Practitioners Ought to Know About Employee Engagement ProgramsHuman Capital Media
Great corporate cultures are not created overnight, but cultivated by employees and determined by the level of engagement within. Much like workplace culture, employee engagement is a delicate balance of inputs such as teamwork, manager effectiveness, job satisfaction and many others that contribute to the employee engagement ecosystem.
During this webinar, we’ll hear from an HR leader who has taken a holistic approach in implementing engagement programs and strategies and will share their impact on workplace productivity and culture.
During this webinar you’ll hear about:
The inputs that affect employee engagement.
How engagement affects multiple facets of a business.
How your organization can create opportunities for employees to re-engage.
CEO of Upskilled, Jon Lang recently presented at the Migration Alliance Conferences in Sydney and Melbourne, detailing the importance of adhering to the Training Benchmark regulations put in place for organisations with employees on a 457 Visa. He also outlined why Upskilled is a great choice for Migration Agents and their clients to meet their training benchmark requirements.
After an extensive yet informative course, a project was created to demonstrate a learning experience. This assignment provides an opportunity for future lecturers and trainers in the professional business world to create an instructional design. Hopefully, this priceless experience will benefit others in a positive manner.
The document describes the RACE Program which consists of 3 components to help transform careers: 1) Career Coaching with 9 one-on-one sessions, 2) A WSQ Diploma in Leadership and People Management course, and 3) Career Excellence Membership. The program is founded by two leading training companies and provides structured career development, skills training, networking opportunities, and career coaching to help participants achieve career excellence. The document also outlines the program fees and payment plans available for different age groups and citizenships.
Similar to Yorkshire and North East Conference '13 - Membership accreditation scheme, Laura Ashcroft (20)
This document discusses international student mobility trends and how national policies can impact mobility. It shows that while the UK remains a top destination, mobility is becoming more regional and countries like Australia are increasing as hosts. National policies around visas, internationalization strategies, and post-study work can influence global flows of students by making a country more attractive or restrictive to international students. Short-term programs and transnational education are also changing the landscape of student mobility.
1. National context –are we making our mark?
• The UK National Strategy and Target for Outward Student Mobility
•International context: mobility rates by country
2. Research:
• A picture of participation (who, what, where?)
• Widening participation in outward mobility (findings and current practice)
• The value of outward student mobility: UUKi’sGone International cohort studies
3. The Go International: Stand Out campaign
• activities and how to get involved
This document discusses the importance of co-designing spaces through involving end users in the design process. It notes that while co-design can make projects messier, it significantly improves user satisfaction and productivity. The document outlines some of the unexpected challenges ("gorilla problems") that arose during one co-design project, and how limited resources were allocated to address them. It also discusses how to manage the emotional aspects of change by understanding the stages of reaction and tailoring communication approaches. The key message is that co-design, while complex, ultimately leads to higher morale and better outcomes through increased user involvement and control.
Martha Horler is a Programme Manager for a Digital and Technology Solutions degree apprenticeship with 15 years of experience in higher education. She discussed ways to build an external reputation such as connecting with external organizations in her field, engaging in personal branding activities like setting up an online profile, and getting involved with organizations like submitting conference proposals and writing articles. The document provided tips on researching one's interests and values to develop expertise, using social media platforms, and taking action such as setting up a website or domain name to start building an external reputation.
The lessons learnt through a critical investigation of professional development and career progression for professional services staff and its significance to Strategic HRM: A Case Study at Keele University
Cross departmental effectiveness to improve the student experience: case study – Louise Medlam (Academic Registrar) and Lynn Jones (Deputy Academic Register) – Glyndwr University
AUA Mark of Excellence information session from Amanda Shilton Godwin AUA – including LJMU’s reflections of going for the MoE; John Trantom (Leadership and Development Adviser), LJMU
Professor Brad Mackay explores some of the critical uncertainties posed by Brexit and how they might shape the international competitiveness of the sector in the future.
Dr O’Halloran shares with the network a range of initiatives at the University of Strathclyde, designed to enhance the experience of under-represented groups and demonstrate the University’s core values.
Whether it’s for a job interview, in a team meeting or at the AUA conference, the chances are that you will need to give a presentation at some point in your career. Finding the presentation style that suits you will help you go from death by PowerPoint to creating engaging and memorable sessions for any audience.
This document provides information about becoming an Accredited Member or Fellow of the Association of University Administrators (AUA). It describes the accreditation scheme, which recognizes members' commitment to ongoing professional development. Members can apply for Accredited Member status after accumulating 30 hours of CPD over two years, demonstrating professional knowledge and capability, and submitting a 750-1000 word reflective statement. Fellow status requires 45 hours of enhanced CPD over three years, along with a 1500 word reflective statement relating CPD activities to the AUA's professional behaviors framework. The application process involves review by two assessors and possible moderation. Successful applicants receive accreditation or fellowship valid for three to five years.
Chance and fate in making the connections that ignite the creative spark. At one time or other we all will call on inspiration, support and/or ‘reality checks’ from others with a different perspective, or perhaps wish we had done in hindsight! Some thoughts on how this can happen and how we might help develop an environment to increase the chances of it happening.
We have all been told about the benefits of building a network of contacts, but what can you do if you don’t like ‘networking’? In this talk I will show how I used social media and external organisations to build up my list of contacts and gain a good reputation in HE for my work in data management.
- 2017 was a busy year for UCAS and the higher education sector, with new tools, qualifications reforms, and technological enhancements. UCAS saw double the audience reach of a popular TV show during confirmation and clearing.
- Acceptances were down 1% at the end of the cycle compared to 2016, but clearing was faster this year. Direct clearing acceptances were up 9%, with most going to older UK applicants staying close to home for business and medical programs.
- Looking ahead, UCAS is focusing on qualifications changes in 2018, forecasted declines in UK 18-year-olds but increases in non-EU and mature applicants, the rise of apprenticeships, and refreshing its strategy for 2018-on
The document discusses recommendations for addressing issues related to degree algorithms and contract cheating. For degree algorithms, it recommends ensuring transparency of algorithms and changes, including good practice principles in the Quality Code. It cautions against rules for borderline cases lowering degree thresholds. For contract cheating, it recommends education for students and staff, prevention through authentic assessment and detection tools, and clear regulations and reporting procedures.
More from Association of University Administrators (20)
How to Make a Field Mandatory in Odoo 17Celine George
In Odoo, making a field required can be done through both Python code and XML views. When you set the required attribute to True in Python code, it makes the field required across all views where it's used. Conversely, when you set the required attribute in XML views, it makes the field required only in the context of that particular view.
Philippine Edukasyong Pantahanan at Pangkabuhayan (EPP) CurriculumMJDuyan
(𝐓𝐋𝐄 𝟏𝟎𝟎) (𝐋𝐞𝐬𝐬𝐨𝐧 𝟏)-𝐏𝐫𝐞𝐥𝐢𝐦𝐬
𝐃𝐢𝐬𝐜𝐮𝐬𝐬 𝐭𝐡𝐞 𝐄𝐏𝐏 𝐂𝐮𝐫𝐫𝐢𝐜𝐮𝐥𝐮𝐦 𝐢𝐧 𝐭𝐡𝐞 𝐏𝐡𝐢𝐥𝐢𝐩𝐩𝐢𝐧𝐞𝐬:
- Understand the goals and objectives of the Edukasyong Pantahanan at Pangkabuhayan (EPP) curriculum, recognizing its importance in fostering practical life skills and values among students. Students will also be able to identify the key components and subjects covered, such as agriculture, home economics, industrial arts, and information and communication technology.
𝐄𝐱𝐩𝐥𝐚𝐢𝐧 𝐭𝐡𝐞 𝐍𝐚𝐭𝐮𝐫𝐞 𝐚𝐧𝐝 𝐒𝐜𝐨𝐩𝐞 𝐨𝐟 𝐚𝐧 𝐄𝐧𝐭𝐫𝐞𝐩𝐫𝐞𝐧𝐞𝐮𝐫:
-Define entrepreneurship, distinguishing it from general business activities by emphasizing its focus on innovation, risk-taking, and value creation. Students will describe the characteristics and traits of successful entrepreneurs, including their roles and responsibilities, and discuss the broader economic and social impacts of entrepreneurial activities on both local and global scales.
This document provides an overview of wound healing, its functions, stages, mechanisms, factors affecting it, and complications.
A wound is a break in the integrity of the skin or tissues, which may be associated with disruption of the structure and function.
Healing is the body’s response to injury in an attempt to restore normal structure and functions.
Healing can occur in two ways: Regeneration and Repair
There are 4 phases of wound healing: hemostasis, inflammation, proliferation, and remodeling. This document also describes the mechanism of wound healing. Factors that affect healing include infection, uncontrolled diabetes, poor nutrition, age, anemia, the presence of foreign bodies, etc.
Complications of wound healing like infection, hyperpigmentation of scar, contractures, and keloid formation.
How to Setup Warehouse & Location in Odoo 17 InventoryCeline George
In this slide, we'll explore how to set up warehouses and locations in Odoo 17 Inventory. This will help us manage our stock effectively, track inventory levels, and streamline warehouse operations.
Temple of Asclepius in Thrace. Excavation resultsKrassimira Luka
The temple and the sanctuary around were dedicated to Asklepios Zmidrenus. This name has been known since 1875 when an inscription dedicated to him was discovered in Rome. The inscription is dated in 227 AD and was left by soldiers originating from the city of Philippopolis (modern Plovdiv).
The chapter Lifelines of National Economy in Class 10 Geography focuses on the various modes of transportation and communication that play a vital role in the economic development of a country. These lifelines are crucial for the movement of goods, services, and people, thereby connecting different regions and promoting economic activities.
ISO/IEC 27001, ISO/IEC 42001, and GDPR: Best Practices for Implementation and...PECB
Denis is a dynamic and results-driven Chief Information Officer (CIO) with a distinguished career spanning information systems analysis and technical project management. With a proven track record of spearheading the design and delivery of cutting-edge Information Management solutions, he has consistently elevated business operations, streamlined reporting functions, and maximized process efficiency.
Certified as an ISO/IEC 27001: Information Security Management Systems (ISMS) Lead Implementer, Data Protection Officer, and Cyber Risks Analyst, Denis brings a heightened focus on data security, privacy, and cyber resilience to every endeavor.
His expertise extends across a diverse spectrum of reporting, database, and web development applications, underpinned by an exceptional grasp of data storage and virtualization technologies. His proficiency in application testing, database administration, and data cleansing ensures seamless execution of complex projects.
What sets Denis apart is his comprehensive understanding of Business and Systems Analysis technologies, honed through involvement in all phases of the Software Development Lifecycle (SDLC). From meticulous requirements gathering to precise analysis, innovative design, rigorous development, thorough testing, and successful implementation, he has consistently delivered exceptional results.
Throughout his career, he has taken on multifaceted roles, from leading technical project management teams to owning solutions that drive operational excellence. His conscientious and proactive approach is unwavering, whether he is working independently or collaboratively within a team. His ability to connect with colleagues on a personal level underscores his commitment to fostering a harmonious and productive workplace environment.
Date: May 29, 2024
Tags: Information Security, ISO/IEC 27001, ISO/IEC 42001, Artificial Intelligence, GDPR
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Training: ISO/IEC 27001 Information Security Management System - EN | PECB
ISO/IEC 42001 Artificial Intelligence Management System - EN | PECB
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Webinars: https://pecb.com/webinars
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Walmart Business+ and Spark Good for Nonprofits.pdfTechSoup
"Learn about all the ways Walmart supports nonprofit organizations.
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Answers about how you can do more with Walmart!"
2. What’s coming up
•
•
•
•
What is the scheme?
CPD
Professional reflection
Professional knowledge and capability
www.aua.ac.uk
inspiring professional higher education
3. What is the scheme?
• The AUA formally recognises the
commitment you make to your own
ongoing professional development, as well
as that of others, through the Membership
Accreditation Scheme
www.aua.ac.uk
inspiring professional higher education
6. CPD
CPD requirements
Accredited
Member
• 25 hours of CPD over
the previous two
years
www.aua.ac.uk
Fellow
• 30 hours of
substantial and
enhanced CPD over
the previous three
years
inspiring professional higher education
7. CPD
CPD Essentials
• Why undertake CPD?
• How should I approach CPD?
- Reflect
- Act
- Impact
www.aua.ac.uk
inspiring professional higher education
8. CPD
CPD Cycle
Stage 1
Assess
organisational
need
Stage 2
Stage 8
Identify
Individual CPD
needs
Apply learning
Stage 3
Stage 7
Identify
learning aims
&
opportunities
Review and
evaluate
learning
Stage 6
Stage 4
Record
activities &
outcomes
Plan
development
activities
Stage 5
Undertake
activities
www.aua.ac.uk
inspiring professional higher education
9. CPD
CPD – Top Tips
• You are the best judge of what CPD to do
• You are the best judge of how much
• Structured conferences are one method of
CPD – but not the only method
• Research and reading are effective
• Networking and focussed discussion
qualifies
www.aua.ac.uk
inspiring professional higher education
10. CPD
Planning your CPD
• AUA has an ePD, an online personal
development log, on our members’
website
• PDP can be used to plan your personal
development for the future
• Members.aua.ac.uk >> My interests >>
My PDP >> Add new PDP
www.aua.ac.uk
inspiring professional higher education
11. CPD
Recording your CPD
• CPD activity diary can be used to log your
CPD activities
• Members.aua.ac.uk >> My interests >>
My PDR >> CPD activity diary >> Add
new CPD activity
www.aua.ac.uk
inspiring professional higher education
12. Reflection
Reflection requirements
Accredited
Member
• 750 – 1000 word
statement
demonstrating how
your CPD relates to at
least 3 of the 9
professional behaviours
of the CPD Framework
www.aua.ac.uk
Fellow
• 1000 – 1500 word
statement
demonstrating how
your CPD relates to all
9 professional
behaviours of the CPD
Framework, the impact
of this on others and
the sector, and how you
have helped others
inspiring professional higher education
13. Reflection
Reflective Practice
• What’s happened so far – reflection and
learning from our past experience
• What will or could happen – projecting
ahead, planning and creating new
horizons
www.aua.ac.uk
inspiring professional higher education
14. Reflection
You and the HE Environment
•
•
•
•
•
Arrival in HE - how
History 1 – time spent
History 2 – number of roles
History 3 – types of roles
Ambitions - aspirations
www.aua.ac.uk
inspiring professional higher education
22. Reflection
How to use the online PDR
• PDR can be used to record your reflection
on your CPD activities
• Members.aua.ac.uk >> My interests >>
My PDR
www.aua.ac.uk
inspiring professional higher education
23. Capability
Capability requirements
Accredited
Member
Fellow
• Demonstrable evidence that you have an
understanding of underlying principles and
theories associated with your role/ area of
study, and the ability to present, evaluate
and interpret information
www.aua.ac.uk
inspiring professional higher education
24. Capability
Professional capability
• Level 4 qualification or higher
– Certificate of Higher Education
– Bachelors Degree
– Postgraduate certificate
• Examples of this practice
• Piece of work
www.aua.ac.uk
inspiring professional higher education
25. To sum up...
• CPD
– What it is, how you can plan your CPD, how
you can record it
• Reflection
– Why we reflect, shown you how you can
reflect, tools, how you can record it
• Knowledge and Capability
www.aua.ac.uk
inspiring professional higher education
26. Completing the application
• services.aua.ac.uk/accreditation
• 5 sections
– Personal information
– CPD Diary
– Professional reflection
– Professional knowledge and capability
– References
www.aua.ac.uk
inspiring professional higher education
27. Questions?
• More information on the criteria and the
guidance can be found on our website:
www.aua.ac.uk/static-17-membershipaccreditation.html
• Contact laura.ashcroft@aua.ac.uk
www.aua.ac.uk
inspiring professional higher education
28. More information at www.aua.ac.uk
Email: aua@aua.ac.uk
Call: 0161 275 2063
Association of University Administrators (AUA)
@The_AUA
www.aua.ac.uk
inspiring professional higher education
Editor's Notes
Make sure websites are open:Members.aua.ac.ukServices.aua.ac.uk/accreditationAua.ac.uk – accreditation pagesWelcome, introduction. 1 minPlease feel free to ask questions throughout.
2 minsWe’re going to talk a little bit about what the Accreditation scheme is, how you can apply, the requirements and how to use the ePD – the online professional development log for AUA members. We’ll also talk about CPD, professional reflection, capability – which are the three areas that make up the accreditation scheme.We’re going to do a couple of reflective activities to get you started, and give you some tools to help you achieve Accredited Member or Fellow.
1 minThe AUA is committed to helping you succeed in your career. Our Membership Accreditation Scheme supports your career by recognising that you are dedicated to improving yourself and others.
2 minsOur Membership Accreditation Scheme is supported by our CPD Framework. Our CPD Framework is a set of professional behaviours which help you devise a plan for how you'd like to develop. It helps you decipher your strengths and weaknesses, giving you an idea of the areas you can focus on for the future. Based on behaviours rather than skills or competencies you can use it throughout your career, no matter what stage you're at or field you're in.
3 minsThis is our accreditation scheme. We have member, leading onto Accredited Member and then onto Fellow. The main focus for both Acc Mem and Fellow is on three key areas - CPD, professional reflection and professional knowledge and capability. Which level is right for you?Member - Anyone working within, or having an interest in, higher education administration and management can join the AUA as a member. There aren’t any entry requirements for Member, an interest and enthusiasm is enough!Accredited member - As you progress in your career, you’ll start to develop your skills and knowledge. Accredited Member status recognises this development and the effect this has had on how you work.Fellow - As you develop even further in your career you’ll notice that you spend more time helping others - through training, mentoring, providing information, and so on. You’ll also realise that the impact of your own development reaches further. Fellowship of the AUA recognises how you have helped others develop their skills and knowledge, and how your own development has influenced your colleagues.
1 min
8 mins **Activity – 3 mins (write on flipchart)What are the types of CPD – continuing professional developmentAttend a training course – in house – the AUA (what are we doing right now?!)Get a mentor Be a mentor Networking – focused discussionJob shadowing Talking to someone Produce resourcesDeliver a training course Researcha topicRead an article Read resources**Activity – 2 minsWhy should you undertake CPD?To get to where you want to beTo learn – personal interestFurther your careerHow should I approach CPD?Reflect – why should I reflect? Well its the starting point of CPD. You need to know what you need to do How should I reflect? Well there are formal processes for reflecting. There are tools on the CPD framework website to help you work through some structured reflection. or it could be just a thought, or a realisation. It could be a reflection diary, where you reflect on an incident and what went well and what you can change. It’s whatever you feel comfortable doing, you can try a few different ways of reflecting and figure our what works well for you.You can think about where you are right now, where you would like to be in say a year, or 2 years, or 5 years. And it could be on a personal level or a professional level. I would like to find out more about [a topic] because it interests me. Or I would like to find out more about quality because I think I might like to move into that area or work. This will help you identify what you need to do to get there...Act – find out about training courses, mentoring opportunities, qualifications, speak to colleagues, read articles, books. And then actually undertake that. Attend the training course, speak to that person, find a mentorImpact – The impact is the key thing. You’ve done the CPD but its the so what afterwards... What difference is this going to make. what does this mean? Is this going to change how you do something? How you act?
2 mins
1 min
5 minsOur good way of structuring your CPD is to use our online ePD system. The good thing about this is that you can record all your aspirations in here. So you may have a PDP at work, you might not, but that relates simply to your role, whereas this may be things you want to do beyond your role at work, but still related to work (e.g. Learn more about a different area), it can be personal things (e.g. get a qualification), or non work related personal things, maybe in your life, for example buy a new house. And the other good thing is that it goes with you wherever you are so if you move role or HEI – because your membership is personal and follows you – so does this. GO TO MEMBERS AREATo access the PDP, login to the members area of our website members.aua.ac.uk. If you can’t remember your password you can click the forgotten password button. Once logged in, if you have set up a PDP or PDR it’ll be on your homepage. If not, you can find it under My interests and there’s My PDPTo start your PDP, just click on the Add new PDP button. This will set you up a new PDP. As you can see it’s done by year so you can start this whenever you want and it’ll take it forward for a year from when you set it up. Then you can start to work your way down the form. *cover this properly*Going back to the CPD cycle – there are tools here to start on you on the CPD cycle journey. for assessing your needs (1), identifying CPD needs (2), identifying your aims and opportunities (3&4), and planning your development opportunities (5).We’re going to do a couple of different exercises shortly which can help you get started. These tools here are also really useful structured tools to develop an overall plan.
6/7 minsGO TO MEMBERS AREAOpen up PDR, the first tab is the PDR, we’ll come back to this later. The second tab is the CPD activity diary. Now here we can log whenever you want to, any activities that you may have undertaken that could be counted as CPD. So don’t forget as Christopher mentioned earlier there are many different ways you can accumulate CPD, such as reading an article, writing an article, doing a presentation, mentoring a colleague. It’s not just about attending an event like this one. In fact the more different kinds of COD you can do, the more rounded you’ll become as a practitioner. So you can pick the type of activity it is from the list. These are just general areas and you can use the description to put more information in. You can insert your aim, which relates to: Professional practice Skills and Behaviours Professional values and ethical practice Personal needsThen we’re going to insert the activityAnd then we’ll put in a full description hereThen the date, time, total number of hours, qualifying hours. (e.g. This Conference is from 9 – 5 but only the time your in sessions counts as qualifying hours).Then you can attach anything relating to the activity. For example if you wrote or read an article you may want to attached it here. Which is useful as you may want to come back to it and refer to it a later date, you know it will always be here.
3 minsAs you can see both categories ask you to relate your professional development to the behaviours of the CPD Framework. In the case of Acc Mem this is 3, and the case of Fellow it is all 9. Our CPD framework supports you as HE professional services staff in your career development. Find lots of tools on the CPD framework minisite. The reflection for the two different categories have a different focus. Accredited Member, as the first step in the scheme, asks you to think about your own professional development. The next step is to think about the professional development of others as well as yourself. Have you helped othes with their CPD? Has your CPD benefited others? Your colleagues, and the sector. And that’s shown in the requirements for Fellow.This is arguably the most important requirement of our Accreditation Scheme.
2 minsWe’re going to use some tools to help you start this process off, and I’m also going to show you where you can find some other tools to help you reflect after you’ve undertaken an activity. The thing I find with reflecting, it’s really about finding your own style. Some people like to have structure to their reflection. I’m not a natural reflector. I find it really difficult to reflect – so I use the tools to help me reflect, which gives me some specific points to base it on. Some people like to have a set of prompt questions – what happened, what went well, what could you do better, what did you learn. Some people keep a reflection diary where they write things down after they’ve happened. Some people like to reflect straight away, some people at a later point. Our ePD tool lets you do any of these things. There are some tools for structured reflection and prompt questions to help get you focus your reflection. You can update it whenever you want to, as often as you want to.
**Activity – 10 mins (give out handouts)So we’re going to do a little bit of reflection now to help you get started. To get started we need to look back first to see how our path has been shaped so far. So I’d like you to write down the following:First – your arrival in HE – how did you end up being in HE? (30 secs)History 1 – time spent in HE (1 min)History 2 – number of roles you’ve had (1 min)History 3 – types of roles of you’ve had (so it might be you worked in quality, then you moved to research, then you moved to general administration) Ambitions – aspirations for the future (3 min)Share (3 mins) – Anecdotally we know that people sort of end up in HE accidentally it’s not really a chosen career path. It might be after they start in HE. Does anyone want to share their story? (pick on a table, share your story)History 1 - Lets work out who’s been in HE longest. A show of hands who’s been in HE a year or less. 2-5 years. 5-7 years. 7-10 years. 10-15 years. 15-20 years. Longer than 20 years. History 2 – number of roles – who has just had one role? Two? Etc, count up. History 3 – types of roles – count upAmbitions / aspirations – does anyone want to tell us their aspirations?
8 minsPowerful though SWOT can be, often it is only used as a rough and ready capture tool rather than being used for deeper reflection of the aspirations, interests and needs of individuals, teams or organisations. SWAIN (Strengths, Weaknesses, Aspirations, Inhibitors/Interests, Needs) in contrast prompts reflection on the behavioural and attitudinal influences which operate on individuals, teams or organisations, and encourages analysis of the tools, resources or development that might be needed to achieve aspirations.**Activity – 7/8 minsHand out activity, ask them to complete for 7/8 minutes
1 minWorkplace OpportunitiesCan anyone tell me about the types of opportunities they have in their workplace? In-house training programmesBriefing materials/bulletinsPublicationsWebsites
30secsOpportunities Leading to Awards & QualificationsProfessional ProgrammesGeneral Management ProgrammesSpecialist Programmes
30 secsOngoing Opportunities Personal Development PlansLearning LogsReflection and Change
1minThis forms a continuous, ongoing cycle. Once you’ve gone round the wheel and taken advantage of as many opportunities as you can, you can go back to the start and revisit any of these points on the cycle
**Activity – 5 minsGive out handoutsGo through each oneGive out scoresAsk people to total upShow of hands for each groupOn the back of this sheet is another template, which I don't think we’ll have time for today. But you can complete it in your own time. It combines the SWAIN and wheel of fortune. Identify quarters of the wheel of fortune where SWAIN suggests you do more and use that to come up with four specific action points to start your PDP off.
5 minsGO TO MEMBERS AREASo earlier we logged our CPD activities in our activity diary. Now we can reflect on these activities. The exercises we’ve done so far are refelcting tools to help you start your journey. They can be used to plan your CPD for the future. The online PDR gives you some tools to help relfect once you’ve completed each activity. *focus on each prompt area* What we learnt from them, what was positive and we can use again, what we can use for the future, how we can change our practice, etc. The reflection goes back to the four areas that we used earlier to record our CPD activity. Again, we can input our reflective practice into this, based on the specific activity. You may find that you only relate it to one, or you may find that, as your reflecting on it, you can relate it to all of these. Once you’ve inputted your reflection, you can click save, and it’s there for you to go back and see and use at any time. These questions can also be used for other situations. You may have identified that you’d like to work on a specific area. It can be formal- for example, presenting a workshop or informal - having a difficult conversation. Once that activity or event has happened then you can use these question to relfect on what happened, how it made you feel, what you did well and what you would change.
1 minProfessional knowledge and capability asks you to demonstrate that you have an understanding of underlying principles and theories related to your area of work or study, and the ability to present, evaluate and interpret information. Although this may sound a little complicated, you will use these skills in most of your every day work and demonstrating them can take many simple forms.
1 minLevel 4 qualification. About 60% of HE staff eligible for AUA membership have a degree. Don’t worry if you don’t have any of these qualifications, this isn't meant to be a barrier and I don’t want his specific requirement to ever put anyone off applying for Acc Mem or Fellow. Instead you can submit a statement of examples of how you have achieved this practice, or here might be a report or a piece of work that you have written that demonstrates these examples.
2 mins
3 minsYou can also submit your application using the website link above. And the process is entirely online. So we’ve been through the three main areas of what makes up the content of the application. There are two other areas – much easier.Go to application formThese are personal information – name, email address, membership number. And references. For Acc Mem – 1 reference. For fellow – 2 referencesYour referee should be able to verify that you have undertaken, used and benefited from the CPD in your application. Your referee could be someone like a line manager, mentor or close colleague. Separate guidance will be given to all referees to assist them in completing a reference.