Colorado Competencies for Early Childhood Quality Improvement Navigators
|
|
- Matthew Powell
- 6 years ago
- Views:
Transcription
1 The Colorado Shines Quality Rating and Improvement System (QRIS), implemented in 2015, created the need for a new position in early childhood Councils to support Providers in navigating the various funding opportunities and relevant data systems used to access these funds. (QINs) are responsible for assisting Early Childhood (EC) programs and their Coaches in the use of the Colorado Shines QRIS database to apply for funds and set Quality Improvement goals. In addition, QINs assist EC programs with the ecconnect system, which is integrated with QRIS, for creating Spending Requests. Finally, QINs assist early childhood professionals in the use of the Professional Development Information System (PDIS) to register, and in some cases use Quality Improvement funds to pay for, a host of professional development opportunities across the state. This document is a framework of the individual competencies relevant for each level of the QIN credential. However, this framework does not outline a precise progression of mastery for each competency. Not all of the competencies specifically build on each other. By organizing the competencies into 2 levels, from those most relevant to new QINs to those more appropriate for lead or more experienced QINs, this framework provides a guide for application requirements for each credential level, and to inform individual QIN professional development plans, and the development of on-going professional development opportunities for this emerging profession. April, 2016
2 COMPETENCY DOMAIN: Setting the Foundation of the Provider-QIN Relationship Rationale: A code of ethics is one of the criteria that set professionals apart from other workers (Katz and Ward, 1991). Quality Improvement Navigators may have to make difficult decisions that have moral and ethical implications during their work helping early childhood providers with spending and other types of decisions. The importance of a code of ethics is to provide guidance when there are ethical problems in areas of power and status, multiplicity of [providers]; ambiguity of data base; role ambiguity (Katz, 1978). Philosophy, Ethics & Codes of Conduct Has a working knowledge of and uses the National Association for the Education of Young Children (NAEYC) Code of Ethical Conduct and Statement of Commitment, and the Supplement for Early Childhood Adult Educators to guide decision-making when one important value is in conflict with another. Has a working knowledge of and uses the relevant International Coach Federation (ICF) Standards of Ethical Conduct to guide professional conduct in interactions with Providers Establishing QIN and Provider Relationship Expectations Has a basic understanding of how Colorado s EC system is situated in the context of the EC Framework. This link is to the framework update and key talking points and this link is to a printable version of the Framework brochure Effectively explains the goals and parameters of the QIN/Provider relationship in which the QIN and provider are partnering. These may include time commitment, logistics, expected outcomes and reporting requirements, resources available, confidentiality, roles of other parties, etc. (e.g. coaches, funders, project coordinators, evaluator.)
3 COMPETENCY DOMAIN: Co-Creating the Relationship and Communicating Effectively Rationale: The ability to create a safe, supportive environment that produces ongoing mutual respect and trust; to be present and in relationship with the provider in the moment, employing a style that is open, flexible and confident. Of equal importance is the ability to focus completely on what the provider is communicating to understand the areas in which the provider needs assistance, and to support provider s needs; to ask questions that provide information and stimulate thinking in support of the provider s goals; to communicate effectively through all forms of communication, and to use language that has the greatest positive impact on the provider. Relationship Based RPBD or Equivalent RPBD or Equivalent Professional Development (RBPD) Training Gaining Understanding of Individual Provider Experience with QI and Ratings Understanding Provider s Goals and Previous Experience with QI Establishing a Trust Based Relationship with Providers Customer Service and Professionalism Able to maintain professional boundaries with Providers and Colleagues Shows genuine concern for the Provider s welfare and future Follows through on own commitments Demonstrates respect for and interest in the Provider s strengths, learning style, goals, intercultural communication and cultural context. Is fully attentive, able to shift perspectives, and uses appropriate communication styles in a variety of situations ( , phone, in-person, etc. ). Is able to focus on Provider s needs when disagreements or conflicts arise and discuss difficult situations with colleagues in a professional manner Demonstrates appreciation and diplomacy when a Provider s requests are not aligned with QIP goals Continuously demonstrates personal integrity, honesty, and sincerity Adult Learning Styles Course Completion
4 Completion of Cultural Competency Training biannually For example: Uses language that is non-sexist, non-racist, non-technical, non-jargon Utilizes various methods of communication to best meet Provider s needs Understanding Provider s strengths, cultural context Active Listening, Questioning and Direct Communication Summarizes, paraphrases, and restates what the Provider has said for clarity and understanding Distinguishes between the Provider s words and tone to hear what is actually being said objectively Documentation of Communication in Sugar Asks questions that create greater clarity Responds to Providers in a timely fashion with clear articulate, and direct communication Has a solid understanding of how to document Outreach and Communication with Providers in Sugar Complete a course on managing and minimizing frustration, such as Fussy baby network FAN Tool Training; Reflective Leadership/Supervision Determines the best mode of communication for each provider (phone, , or in-person as needed)
5 COMPETENCY DOMAIN: Understanding QI Grant Guidelines Rationale: Has a thorough understanding of the eligibility and spending guidelines for all Quality Improvement grants, including allowable expenditures, appropriate use of funds specific to each grant, funding rubrics, and the ability to articulate these guidelines in a clear manner; has a current working knowledge of all state funding opportunities. Has a Thorough Understanding of QI Grants and Funding Guidelines Understands the rules and restrictions of available funding streams, including approved QI purchases and how to access Coaching and Professional Understands the grant objectives and historical context and can effectively communicate with Provider if needed. Development services Has a thorough understanding of funding eligibility requirements, application deadlines, Memorandum of Understanding (MOU)s, and MOU Addendums Has a thorough understanding of the purchasing process through ecconnect from start to finish including preferred vs. approved vendors, the punchout-process, discount procedures and required documentation, invoices, and the reimbursement process
6 COMPETENCY DOMAIN: Understanding the Technologies of the QI Data System Rationale: QI Navigators must have a basic understanding of web-based data systems, technical troubleshooting, and how data is related between and within the QRIS, PDIS and ecconnect systems. They must understand how certain data field selections impact the rest of the system(s) in order to help troubleshoot provider issues with minimal frustration. Gaining In-Depth Knowledge of the Quality Improvement Data System A solid, working knowledge of the Colorado Shines QRIS application process and QIP goal creation; has a conceptual understanding of how the QRIS, ecconnect and PDIS systems are integrated and data shared between them Completion of PDIS Security Training Course Number SB.OL.PDISST Has a thorough understanding of the grant tracking system Sugar CRM and Provider portal, ecconnect, in which all funds and grant activities will be tracked. This includes program demographics, grant applications, communications with providers, processing quality improvement requests and individual provider budget tracking Navigates the SugarCRM system including searching the database, filtering, running reports for quality assurance Assist providers with navigating the PDIS portal including document upload and completion of credential Ability to navigate the Colorado Shines Salesforce interface to assist providers with applications, QIP Goals, and uploading and mapping evidence Solid understanding of status driven workflows in ecconnect; Keeps up to date on database development changes and updates and is able to communicate these changes to Providers Provides in-person technical assistance to providers on ecconnect to support the Provider capacity and ability to use the technology to benefit the provider Importing Bulk Communications;
7 Basic office technical skills (MS Office, scanning, creating PDFs, troubleshoot basic technical issues, understanding of optimal browsers for each database Data Quality Assurance Uses tracking system to identify and coordinate outreach and support for each provider s rating deadlines, funding and rating application deadlines, completion of required steps to access funds and spending deadlines Report Reconciliation and Quality Assurance Reports Usage using pre-existing reports Advanced Office software skills, such as using mail merge, spreadsheets, and other software for maximizing efficiency All outreach efforts will be prioritized based on rating and spending priorities and will be customized to address each area indicated in level 1 Creates ad-hoc reports for data analysis and quality assurance COMPETENCY DOMAIN: Understanding of Early Childhood Programs Rationale: Understands how early childhood programs are structured and administered, including the QRIS system, to provide context for assisting providers with applications, spending requests linked to QIP goals, age-appropriate resources, and developmentally appropriate practices. Basic Understanding of Early Childhood Programs and Administration Ages Served for Appropriate Expenditures Ability to do a critical review of and prioritize spending requests based on working knowledge of Ratings (ERS, CLASS) and QIP Goals Ability to discuss additional early childhood program evaluation tools such as NAEYC Accreditation, (NAFCC) Accreditation, etc. Understands basic licensing terminology and licensed facility structures (licensed small or large family child care home, small center, large center, and common issues and early childhood systems related events Understands licensing terminology and can answer basic questions regarding licensing, otherwise redirect Provider questions to appropriate contact Can direct providers to support needs such community meetings and resources
8 Rationale: Ensures that eligible providers are aware of funding opportunities and application processes, including signing MOUs in a timely manner, assisting providers at all stages of the process, and minimizing frustration to the greatest extent possible. COMPETENCY DOMAIN: Managing Progress and Accountability Ensures QI Grant Processes are Done to Fidelity Follows through with providers needing to complete Applications, sign MOUs, and initiate Spending requests When obstacles to completing tasks are identified, contact the provider to explore alternative solutions, evaluation options, make decisions, and complete necessary tasks Ensures Outreach Activities follow established Assists providers in making decisions and determining timelines Works closely with providers to ensure that rating and funding timelines and priorities are identified and that provider is connected with coach to support rating and spending process Checks in with Providers to assess their progress in the QI Process and provide support as needed for each provider priorities as they pertain to Spending and existing QIP goals Assists provider with technical assistance if needed on activities required to complete spending. These may include the creation of QIP goals within Colorado Shines, submitting a QI request through ecconnect and general technology needs.
Colorado s Great Early Childhood Education Workforce
Colorado s Great Early Childhood Education Workforce Progress and Deliverables in Strengthening the Early Childhood Professional Development Infrastructure Through the Race to the Top-Early Learning Challenge
More informationLevel III Coaching Credential Case Study
Level III Coaching Credential Case Study This Case Study is your opportunity to one of your coaching relationships as a demonstration of the Colorado for Early Childhood Coaches. Case Study Description
More informationJob Classification Details. Diversity Resources Coordinator. Salary Level
Job Classification Details Department Chief Diversity Office Job Family Program Administration Job Title Program Coordinator Title Diversity Resources Coordinator Job Code PAD1 Salary Level 4A Summary
More informationCORE SUPERVISOR/MANAGER COMPETENCIES Table of Contents
CORE SUPERVISOR/MANAGER COMPETENCIES Table of Contents Clicking on an item in the Table of Contents jumps you to that page Note: You can click on Return to Table of Contents at the top of any page Topic
More informationSubject Matter Professional Performance Appraisal FY17. Demographics. General Instructions. Rating Scale. Department:
Subject Matter Professional Performance Appraisal FY17 Demographics Name: Employee ID: Job Title: Supervisor: Department: General Instructions The annual Performance Appraisal is intended to summarize
More informationADDENDUM TO TEACHER MENTORING AND INDUCTION PLAN
ADDENDUM TO TEACHER MENTORING AND INDUCTION PLAN Effective 7-1-2017 Each item in this addendum is a change or addition to this plan s contents. This addendum DOES NOT replace the contents of this plan.
More informationEducation Liaison: The Performance Evaluation Process (PEP)
Education Liaison: The Performance Evaluation Process (PEP) The Performance Evaluation Process (PEP) for an Education Liaison is intended to provide an employee with valuable insight into their job performance,
More informationNATIONAL RECOGNITION REPORT Advanced Preparation of Early Childhood Professionals
NATIONAL RECOGNITION REPORT Advanced Preparation of Early Childhood Professionals NCATE recognition of this program is dependent on the review of the program by representatives of the National Association
More informationJob Description: Salesforce Administrator
Page 1 of 8 Job Description: Salesforce Administrator Salary: Hours: Reporting To: Direct Reports: Supported By: Term: Starting Date: 50,000 per annum on a pro-rata basis Full-time, 35hrs per week Fundraising
More informationSUCCESS PROFILE TELSTRA BAND 2 INDIVIDUAL CONTRIBUTOR
Business Unit Finance & Strategy Band 2 Work Code PRSVNMSP People Mgr/Ind Contrib IC Direct Expense n/a Generic Role Title Senior Procurement Specialist CAPEX n/a Market Role Title Senior Procurement Specialist
More informationPerformance Measure Guidance and Examples
Performance Measure Guidance and Examples In addition to aggregate-level demographic data, grantees will report on five performance measures linked to program outcomes for the type of grant awarded. Below
More informationName of Student: Supervisor's Address (you will be sent a copy of this evaluation):
Default Question Block Note that the evaluation will be sent to the student immediately so you may want to wait to submit the survey until after you have met with the student to provide verbal feedback.
More informationREGION 11 California Core Competencies [Grant Managers]
Welcome to the California Core Competencies Self-Assessment Survey Purpose The information from this self-assessment survey will be used to evaluate the training needs of Grant Managers. A Grant Manager
More informationAssessment Practice Standards. A practice development guide to understanding children s needs and family situations
Assessment Practice Standards A practice development guide to understanding children s needs and family situations Forward Bolton can be proud of a long history of effective multi-agency working to safeguard
More informationPerformance Leader Navigator Individual Feedback Report For: Chris Anderson
For: Chris Anderson Finding your way in today's world of work Copyright ã 2007, 2008 Wilson Learning Worldwide Inc. This report includes ratings from: Self 1 Manager 1 Direct Report 5 Peer 3 Customer 4
More informationOhio University Leadership Endorsement
Ohio University Leadership Endorsement 1 OHIO UNIVERSITY LEADERSHIP ENDORSEMENT PROGRAM GUIDE Program Welcome... 3 Program Overview... 3-5 Brief descriptions of important Leadership Endorsement elements
More informationInterview Guide. Early Childhood Educator Level III (Degree) Do not pursue Pursue to reference checks Place on hold See comments on final page
Interview Guide (Early Childhood Educator Level III) Candidate Name Position Title Interview Panel Name (s) Interview Date Early Childhood Educator Level III (Degree) Step Overview of the Interview 1 Open
More informationCompetency Dictionary
HARVARD UNIVERSITY Competency Dictionary ver. FY14 Welcome to the Harvard University Competency Dictionary. Here you will find a list of competencies that Harvard values in their employees. Please click
More informationFOUNDATION FIELD EVALUATION
FOUNDATION FIELD EVALUATION Date: Agency Name: Student Name: Field Instructor: Task Supervisor (if applicable): Field Liaison: Semester/Year: NARRATIVE DESCRIBING THE AGENCY: Brief description of agency
More informationVIRGINIA S CORE SUPERVISOR/MANAGER COMPETENCIES Table of Contents 1
VIRGINIA S CORE SUPERVISOR/MANAGER COMPETENCIES Table of Contents 1 Topic 511: FUNDAMENTALS OF SUPERVISING CASEWORK STAFF 511-01: Ability to create and maintain a supportive working and learning environment
More informationInternal Management Consulting Competency Model Taxonomy
AIMC National Conference April 10-13, 2005 Internal Management Consulting Competency Model Taxonomy Adapted from the ASTD Competency Study: Mapping the Future New Workplace Learning and Performance Competencies.
More informationDemonstrated Competencies FAQ
Demonstrated Competencies FAQ How many points can you earn? Initially, an individual can earn up to 10 points for Demonstrated Competencies. However, the total points for the credential remains 100 points
More informationDELAWARE COMPETENCIES. for SCHOOL-AGE PROFESSIONALS
DELAWARE COMPETENCIES for SCHOOL-AGE PROFESSIONALS INTRODUCTION The Delaware Department of Education in collaboration with the Delaware After School Alliance has developed these competencies as standards
More informationManager, Compliance (Grants Finance)
Join our team. Change your career. Change the world. Manager, Compliance (Grants Finance) Organization: Plan International Canada Reports to: Senior Compliance Manager Location: Toronto (Mount Pleasant
More informationBSW Program School of Social Work University of North Carolina at Wilmington. Agency Name: Faculty Liaison:
BSW Program School of Social Work University of North Carolina at Wilmington Student Name: Semester/Year : Field Instructor: Agency Phone: Agency Name: Faculty Liaison: Student Work Schedule: Schedule
More informationSHRA Performance Management. Updated: September 2016
SHRA Performance Management Updated: September 2016 Key Changes Changes in Wording Work Plan = Performance Plan Organizational Values = Institutional Goals Performance Goals = Individual Goals Performance
More informationRequest for Proposal (RFP) For Cyber Security
Request for Proposal (RFP) For Cyber Security Small Business Association of Michigan 120 N Washington Square Suite 1000 Lansing, MI 48933 www.sbam.org Introduction to the Small Business Association of
More informationACA STAFF TRAINING CERTIFICATES COMBINED LEARNER OUTCOME CHECKLIST BY COMPETENCY
ACA STAFF TRAINING CERTIFICATES COMBINED LEARNER OUTCOME CHECKLIST BY COMPETENCY The following checklist is a comprehensive listing of the specific skills/knowledge sets that a learner who has completed
More informationField Guide to Consulting and Organizational Development
Action Planning, Alignment and Integration (consulting phase 4)...302 Action plans... Also see Project planning aligning...316 contents of...310 developing...310 developing timelines in...313 establishing
More informationEMPLOYMENT AND TRAINING WORKER II
PLUMAS COUNTY 4/2017 APPROVED: EMPLOYMENT AND TRAINING WORKER II DEFINITION Provides employability services to eligible applicants of local social service agencies; applies program regulations and procedures;
More informationFINANCE PORTABILITY SPECIALIST (Salary Range: $30,000-39,000) FLSA Status: Non-Exempt
FINANCE PORTABILITY SPECIALIST (Salary Range: $30,000-39,000) FLSA Status: Non-Exempt The Housing Authority of Fulton County, Georgia (HAFC) is seeking an experienced Finance Portability Specialist. As
More informationUNIVERSITY SHRA EMPLOYEE ANNUAL PERFORMANCE APPRAISAL PROGRAM SAMPLE BUSINESS SERVICES COORDINATOR (JOURNEY) ANNUAL APPRAISAL FORM
UNIVERSITY SHRA EMPLOYEE ANNUAL PERFORMANCE APPRAISAL PROGRAM SAMPLE BUSINESS SERVICES COORDINATOR (JOURNEY) ANNUAL APPRAISAL FORM. PART 1: PERFORMANCE PLAN (see instructions on page 2) Review the Institutional
More informationPENNSYLVANIA COALITION AGAINST DOMESTIC VIOLENCE
PENNSYLVANIA COALITION AGAINST DOMESTIC VIOLENCE Job Title: Staff Attorney Department: Program Services Department Reports to: Legal Services Manager FLSA Status: Full-time, 37.5 hours per week; Exempt
More informationMODULE 1 Skill Sets and Competencies
Handout #1 MODULE 1 Skill Sets and Competencies TOPIC: 511 FUNDAMENTALS OF CASEWORK SUPERVISION Skill Sets 511-01 Ability to create a supportive and enabling unit environment that promotes effective and
More informationICMA PRACTICES FOR EFFECTIVE LOCAL GOVERNMENT LEADERSHIP Approved by the ICMA Executive Board June 2017; effective November 2017
Reorganization The Credentialing Advisory Board proposed, and the Leadership Advisory and Executive Boards agreed, that the ICMA Practices should be organized as a narrative rather than a list. The following
More informationThe practice of constantly assessing personal knowledge and skills and following paths for improvement. have been done by
Selection Process Rubric PERSONAL DOMAIN Personal competencies refer to the qualities, characteristics and attitudes necessary to achieve personal and system goals Continuous Growth The practice of constantly
More informationImmigration Legal Services
DEFINITION Immigration Legal Services educate, guide, and assist individuals and families who need: information about immigration laws, requirements, and procedures; immigration benefit eligibility screening;
More informationANNUAL APPRAISAL FORM
UNIVERSITY SHRA EMPLOYEE ANNUAL PERFORMANCE APPRAISAL PROGRAM ANNUAL APPRAISAL FORM INSTRUCTIONS FOR COMPLETING THIS PERFORMANCE DOCUMENT: Part 1: PERFORMANCE PLAN. Performance plans must be issued annually
More informationImmunization Information System (IIS) Trainer Sample Role Description
Immunization Information System (IIS) Trainer Sample Role Description March 2016 0 Note: This role description is meant to offer sample language and a comprehensive list of potential desired responsibilities
More informationVermont s Knowledge and
Vermont s Knowledge and Competencies for M.A.T.C.H.* Professionals Working with Early and Afterschool Professionals June 2015 *mentoring, advising, teaching, coaching, consulting, helping Sponsored by:
More informationOperational Service and Operational Enterprise Agencies Core Competencies
Chair Operational Service and Operational Enterprise Agencies Core Competencies COMPETENCY - STRATEGIC LEADERSHIP Strategic leadership involves approaching initiatives from a strategic perspective, championing
More informationCompetency Model. Level B. Level C Applies to: Manager Coordinator. Applies to: Assistant Vice President Assistant Dean Director
Job Knowledge a. Demonstrates detailed knowledge of FIT programs, products and services in independently carrying out varied professional duties. a. Uses thorough knowledge of the range of FIT products,
More informationPERFORMANCE PLAN & ANNUAL APPRAISAL FORM
UNIVERSITY SHRA EMPLOYEE ANNUAL PERFORMANCE APPRAISAL PROGRAM SAMPLE COMPLETED FORM: BUSINESS SERVICES COORDINATOR (JOURNEY) PERFORMANCE PLAN & ANNUAL APPRAISAL FORM INSTRUCTIONS FOR COMPLETING THIS PERFORMANCE
More informationPROGRAM COORDINATOR JOB DESCRIPTION
PROGRAM COORDINATOR JOB DESCRIPTION JOB TITLE: Program Coordinator JOB CODE: STATUS: Exempt DATE: DIVISION: Programs REVISION NO.: REPORTS TO: Director of Programming REVISION DATE: 7.27.17 POSITION SUMMARY:
More informationNinerTalent STAKES. Succeeding through Teamwork, Active feedback, Knowledge transfer, Engagement, and Support
NinerTalent STAKES Succeeding through Teamwork, Active feedback, Knowledge transfer, Engagement, and Support Institutional Goals Success Tip! Use the given verbiage to help you communicate your expectations
More informationPractices for Effective Local Government Leadership
Practices for Effective Local Government Leadership ICMA delivers the latest research in the 14 core areas critical for effective local government leadership and management. ICMA University is the premier
More informationEMPLOYMENT & TRAINING WORKER I EMPLOYMENT & TRAINING WORKER II
MERIT SYSTEM SERVICES Date Established: 04/18/86 Date Revised: 05/13/15 EMPLOYMENT & TRAINING WKER I EMPLOYMENT & TRAINING WKER II CLASSIFICATION DEFINITION Provides employability services to eligible
More informationNOGDAWINDAMIN FAMILY AND COMMUNITY SERVICES
This dictionary describes the following six functional competencies and four enabling competencies that support the differentiated territory for professional accountants in strategic management accounting:
More informationBC Assessment - Competencies
BC Assessment - Competencies This document provides a list and description of all of BC Assessment s core competencies, as well as the level of competency required for a given position, as defined in each
More informationTEACHER SUPPORT AND COACHING (TSC) ENDORSEMENT PROGRAM
505-3-.105 TEACHER SUPPORT AND COACHING (TSC) ENDORSEMENT PROGRAM (1) Definitions. Effective June 15, 2016 (a) Coach: A coach supports the performance of the induction phase protégé in reaching a specific
More informationBusiness Engagement and Services RFP
Business Engagement and Services RFP Goals of the RFP The City of Oakland, Office of Economic and Workforce Development / Oakland Workforce Investment Board (OWIB) seeks experienced organizations to provide
More informationGuide to Conducting Effective Performance Evaluations
1. Introduction Guide to Conducting Effective Performance Evaluations Performance evaluations are just one element of effective performance management. The overall goal of performance management is to
More informationClassified Performance Management System Core Competencies:
Classified Performance Management System Core Competencies: This document is intended as a resource to help supervisors and employees with the concepts of Core Competencies and developing associated performance
More informationFiscal Mentor Meeting. September 17, 2013
Fiscal Mentor Expectations Fiscal Mentor Meeting September 17, 2013 Updated 06/07/16 Background Roles of a Fiscal Mentor have not been reviewed since the program began in 2005. There has been significant
More informationJOB DESCRIPTION. JOB TITLE: Director of Data Analysis and Accountability JOB CODE: #4-2047
JOB DESCRIPTION JOB TITLE: Director of Data Analysis and Accountability JOB CODE: #4-2047 Position Type: Exempt Department: Data Analysis and Organizational Improvement Salary Schedule: Exempt Reports
More informationRocky Mountain SER is looking for caring, nurturing, responsible, and loving individuals to work with our children!
Rocky Mountain SER is looking for caring, nurturing, responsible, and loving individuals to work with our children! Why choose Rocky Mountain SER? The opportunity to make a difference! Industry leading
More informationDETAILED COURSE AGENDA
DETAILED COURSE AGENDA Dynamics 365 University: Boot Camp Detailed Agenda Course Level: 100 This instructor-led course provides a key step for Microsoft Dynamics 365 administrators and customizers who
More informationESG State Recipient Consultation with Continuums of Care
ESG State Recipient Consultation with Continuums of Care The Emergency Solutions Grants (ESG) program Interim Rule, published December 5, 2011, establishes new requirements for ESG recipients, related
More informationFinancial Coaching: Advancing the Field to Better Serve Consumers
August 2017 Financial Coaching: Advancing the Field to Better Serve Consumers A Report on the CFPB s 2017 Financial Coaching Symposium Table of contents 1. Introduction... 2 1.1 Background... 3 2. What
More informationEffective Planning for Including Early Childhood Data in the SLDS Thursday, January 19, 2012
Effective Planning for Including Early Childhood Data in the SLDS Thursday, January 19, 2012 Susan Illgen Missy Cochenour 1 First - Identify a Leadership Team Leadership Team Roles Conducts Early Childhood
More informationTeam Toyota Competencies and Behaviors by Job Level
Team Toyota Competencies and Behaviors by Job Level The Team Toyota Competencies are rooted in the Toyota Way and enable our cultural priorities. The behaviors listed at each competency level provide insights
More informationWe have shown it is possible to let people be passionate about ideas they generate and run successfully on site, regardless of role.
CASE STUDY SOMABE How an engineering company reshaped its culture with Kanbanize A Journey to End-to-end Flow Industry Еngineering Use Case Product Development Company Objectives Introduce process improvements
More informationBENCHMARK EVALUATION RATING SCALE (BERS)
Benchmark Evaluation Rating Scale (Version 1.0) 1 BENCHMARK EVALUATION RATING SCALE (BERS) 1. Student s Name: 3. Completed by (Write name below, check box): Practicum Supervisor (Placement: ) Internship
More informationHow the world s largest Airline Enhanced Efficiency and Revenue by Implementing an AP Automation Strategy
How the world s largest Airline Enhanced Efficiency and Revenue by Implementing an AP Automation Strategy By ipayables P a g e 1 5 The world s largest airline was seeking a more efficient way to manage
More informationA. OVERVIEW OF THE COMPETENCIES BY CLUSTER
A. OVERVIEW OF THE COMPETENCIES BY CLUSTER Marketing Representative Competency Model I. Communication and Influence II. Task Management III. Self Management 1. Interpersonal Awareness: The ability to notice,
More informationSTAFF SERVICES SPECIALIST
DEFINITION Under general supervision, a Staff Services Specialist performs a variety of technical administrative duties in support of facilities management, budget, administrative functions, or department
More informationAPPLICATION INFORMATION: 1. All five sections of the application must be completed.
HELP ME GROW SUSTAINABILITY PLANNING CONSULTANT REQUEST FOR QUALIFICATIONS Application Deadline: 5:00 pm on MONDAY, SEPTEMBER 25, 2017 APPLICATION INFORMATION: 1. All five sections of the application must
More informationPOSITION DESCRIPTION
World Vision International Nepal Our Vision: Our Vision for every child, life in all its fullness. Our prayer for every heart, the will to make it so. Our Values: We are committed to the poor We value
More informationFOR. Developed by The Maine Commission for Community Service 38 State House Station, Augusta, ME
COMPETENCIES FOR MANAGERS OF VOLUNTEERS Novice to Expert Continuum --------------------------------------------------------------- MANAGING SELF: TRAITS AND CORE COMPETENCIES ---------------------------------------------------------------
More informationIIS Competency Domain Model
IIS Competency Domain Model Knowledge, Skills and Abilities for IIS Job Roles PHII Academy 18 November 2015 www.informaticsacademy.org Standards and Interoperability Applies informatics standards to ensure
More informationUsing Administrative Advocacy to Improve Access to Public Benefits. by Suzanne Wikle
Using Administrative Advocacy to Improve Access to Public Benefits by Suzanne Wikle Using Administrative Advocacy to Improve Access to Public Benefits by Suzanne Wikle The Supplemental Nutrition Assistance
More informationREQUEST FOR Proposal
REQUEST FOR Proposal UNDER TABEER CONSOLIDATING DEMOCRACY IN PAKISTAN Tabeer - Consolidating Democracy in Pakistan (CDIP) Programme Terms of Reference (TORs) (I) Development of thematic messages for ECP
More informationEvidence for this unit can only be achieved through actual work in a work environment. Simulation is not permissible for any competence based unit.
Unit Title: Customer care in ICT OCR unit number: 15 Unit reference number: A/500/7158 Level: 2 Credit value: 9 Guided learning hours: 45 Evidence for this unit can only be achieved through actual work
More informationRequest for Proposal: Website Development, Design, & Implementation. Issued March 26, 2018
Request for Proposal: Website Development, Design, & Implementation Issued March 26, 2018 The City of Winooski Department of Community and Economic Development 27 West Allen Street Winooski, VT 05404 802
More informationState of Nevada System Modernization
Request for Contract Backfill Position November 17, 2016 PROJECT OVERVIEW This request is a backfill Business Analyst (BAN) who will be responsible for administration of the IFTA Fuel Tax program which
More informationSALESFORCE CERTIFIED DATA ARCHITECTURE AND MANAGEMENT DESIGNER
Certification Exam Guide SALESFORCE CERTIFIED DATA ARCHITECTURE AND MANAGEMENT Winter 18 2017 Salesforce.com, inc. All rights reserved. S ALESFORCE CERTIFIED DATA ARCHITECTURE AND MANAGEMENT CONTENTS About
More informationGreat Management Is Great Mentoring: Mentoring Youth in the Workplace
Great Management Is Great Mentoring: Mentoring Youth in the Workplace Presented in partnership with Bank of America Philanthropic IMPACT Webinar Series Wednesday, May 17, 2017 Presenters Kerry Sullivan
More informationFuture-state HR Service Delivery Model Talent Position Descriptions
Future-state HR Service Delivery Model Talent Position Descriptions Note: Position descriptions are draft and not yet final. Position descriptions are subject to change. 1 P a g e Table of Contents Talent:
More informationPOSITION REQUIREMENTS AND DESCRIPTION OF RESPONSIBILITIES
POSITION REQUIREMENTS AND DESCRIPTION OF RESPONSIBILITIES Position Title: Reports To: Supervisor FLSA Status: Hourly, Non-Exempt Date: How to Apply To: Heather Davis at: hdavis@cnswfl.org Deadline: Friday,
More informationPartnership Assessment Tool for Health
Partnership Tool for Health Welcome to the Partnership Tool for Health (PATH). This resource is intended for community-based organizations (CBOs) that provide human services and healthcare organizations
More informationCOACHING FOR EFFECTIVE CAREER CONVERSATIONS Toolkit and Resources
COACHING FOR EFFECTIVE CAREER CONVERSATIONS Toolkit and Resources Impact-Coaches Inc. 131 Ridley Blvd Toronto, ON M5M 3L8 416.488.0026 sandra@impact-coaches.com www.impact-coaches.com CAREER PLANNING CONVERSATIONS
More informationState of Nevada System Modernization
Request for Contract Backfill Position November 17, 2016 PROJECT OVERVIEW This request is a backfill Business Analyst (BAN) who will be responsible for administration of the IFTA Fuel Tax program which
More informationAC Coaching Competency Framework Revised June 2012
AC Coaching Competency Framework Revised June 2012 Coaching competencies for All Coaches 1. Meeting ethical, legal and professional guidelines 2. Establishing the coaching agreement and outcomes 3. Establishing
More informationCommitted to Excellence through Supervision Iowa DHS Child Welfare Supervisor Curriculum
Committed to Excellence through Supervision Iowa DHS Child Welfare Supervisor Curriculum A collaborative product of the University of Iowa School of Social Work and The Iowa Department of Human Services
More informationJOB TITLE: Community Mobilizer of IKEA-KASALI Project
JOB TITLE: Community Mobilizer of IKEA-KASALI Project WORK UNIT: LVPO LOCATION: Quezon City JOB GRADE: 6 POST TYPE: Fixed Term CHILD SAFEGUARDING: Level 2 the responsibilities of the post require the post
More informationSocial Enterprise Kent
Social Enterprise Kent Job Description: Finance and Compliance Officer 0.6 FTE Let s Get Working - Long Term Health and Disability Project Reporting to: SEK Employability Project Manager Work pattern:
More informationIEM Practicum Example Deliverables International Education Management
IEM Practicum Example Deliverables International Education Management During practicum, students are required to submit 5-7 deliverables (3-5 for IEM-MPA), representing 20-40 hours of work each, to be
More informationGraduate Students. Audiology Externs
Appendix A: Topics for Supervision Training Supervision Goals for Five Constituent Groups Educators of Preceptors of Mentors of Supervisors of Supervisors of Topic Areas / Knowledge and Skills Develop
More informationDoomed from the Start?
Doomed from the Start? Why a Majority of Business and IT Teams Anticipate Their Software Development Projects Will Fail Winter 2010/2011 Industry Survey 2011. Geneca LLC. All Rights Reserved. Why a Majority
More informationPosition Description: Youth and Family Worker (Youth Support Services)
Vision: Purpose: Values: A community where all young people are valued, included and have every opportunity to thrive To enable young people experiencing serious disadvantage to access the resources and
More informationMentoring Guidelines and Ideas
Mentoring Guidelines and Ideas What Is Mentoring? Mentoring is an equal partnership with two way learning. Both the mentor and mentee should be gaining insights from the mentoring process. Typically, the
More informationS & T Management Core Competency Profile
(Publié aussi en français sous le titre Profil des compétences essentielles des gestionnaires en S-T) Table of Contents Overview...1 1.0 Technical...1 1.1 Possesses knowledge of, and demonstrated ability
More informationREQUEST FOR EXTERNAL EVALUATION CONTRACT PROPOSALS. Application period closes Friday, May 10, 2019
REQUEST FOR EXTERNAL EVALUATION CONTRACT PROPOSALS Application period closes Friday, May 10, 2019 About RurAL CAP The RurAL CAP AmeriCorps Program has selected Project Venture as a best practice for addressing
More informationDemographics. General Instructions. Rating Scale. Department:
Leadership Performance Appraisal FY18 Demographics Name: Employee ID: Job Title: Supervisor: Department: General Instructions The annual Performance Appraisal is intended to summarize employee performance
More informationLeadership Performance Appraisal FY17. Demographics. General Instructions. Rating Scale. Department:
Leadership Performance Appraisal FY17 Demographics Name: Employee ID: Job Title: Supervisor: Department: General Instructions The annual Performance Appraisal is intended to summarize employee performance
More informationCompetency Profile for Professional Geoscientists at Entry to Independent Practice
Competency Profile for Professional Geoscientists at Entry to Independent Practice Under development by Geoscientists Canada Consultation Draft, April 30 2014 Project funded by the Government of Canada's
More informationNinerTalent STAKES. Succeeding through Teamwork, Active feedback, Knowledge transfer, Engagement, and Support
NinerTalent STAKES Succeeding through Teamwork, Active feedback, Knowledge transfer, Engagement, and Support NinerTalent STAKES Program Program Philosophy Effectively communicating to engage our workforce
More informationNotice of Intended Action-Chapter 81 Standards for School Business Official Preparation Programs Presented at Public Hearing: May 22, 2012
81.7(1) Standard 1. Each school business official candidate shall demonstrate an understanding of Uniform Financial Accounting, Governmental GAAP accounting, and statutory concepts. a. Is responsible for
More informationJOB DESCRIPTION. The Subject Position has no responsibility for ongoing and sustained supervision of other staff.
JOB DESCRIPTION I. JOB IDENTIFICATION Position Title: Business Analyst Job Code: NEW Position Number: Various Linguistic Profile: BBC Group and Level: ADG E Supervisor Title: Chief, Business and Technology
More informationSession 7 Engaging the Generations
Session 7 Engaging the Generations Generations at Work Quick Guide Traditionalist Baby Boomer Gen Gen Y Born 1922-1945 Born 1946 1964 Born 1965-1980 Born after 1980 Values Hard work Dedication/sacrifice
More information