Understanding and Building Compatibility between Organizational Climate and Casework Practice
|
|
- Posy Patterson
- 5 years ago
- Views:
Transcription
1 Understanding and Building Compatibility between Organizational Climate and Casework Practice Heidi Young, Training Administrator, Organizational Learning & Quality Improvement, NH DCYF Christine Tappan, Director of Strategic Management, APHSA
2 Goals for this workshop: Understanding of what is Organizational Social Context (OSC) Awareness of importance in assessing OSC, particularly climate, before, during, and after organizational change to inform training and workforce development strategies Understanding of how training can be leveraged to increase compatibility between workforce and agency beliefs related to casework.
3 Achieving our goals Exploring OSC Making the linkages Setting the story
4 Inspiring compatibility
5 Setting the story
6 What major initiatives has your agency tried to implement?
7 Many state s have chosen to create a Practice Model Kentucky Washington Florida NewYork City Kansas New Hampshire
8 NH s Experience Benefits of a Practice Model Reasons to Create a Practice Model Key Components of a Practice Model Theoretical Framework Core Values & Practice Principles Casework Components Practice Elements and Behaviors Organization and System Standards
9 Benefits Promotes alignment Statewide consistency in families experiences with child welfare With Juvenile Justice With Stakeholders Addresses all aspects of the agency Systemwide undertaking Guides daily interactions without prescribing a specific program Super clarity and articulation of beliefs and principles Describes behaviors, activities, and strategies in significant detail Sets the expectation for quality a higher bar Defines outcomes Aligned with CFSR, CFSP/APSR Address initiative fatigue Creating a Practice Model MUST BE different
10 Reasons to Do a Practice Model Reform Legal mandates Improvement effort Address an identified problem Proactive leadership Something was missing Go from good to great
11 This is not a new initiative it will be our way of life Maggie Bishop, NH DCYF Director, May
12 Approach to Practice Model design Staff from across the agency Application and selection Monthly work sessions and homework in between Commitment to a decisionmaking process Spread leaders Sustained engagement Youth and parent team members
13
14 Beliefs and Guiding Principles Prevention reduces child abuse and neglect. All children/youth should be safe. Everyone deserves to be treated with courtesy and respect. All children/youth need and deserve permanency. All children, youth, and families deserve a life of well-being. All families have strengths.
15 Exploring OSC
16 Describe your organization s culture & climate in a few words 2 minutes
17 Characteristics of Organizations Generate a Learning Organization! Constructive Organizations Emphasize achievement motivation Safe climate that minimizes conflict Flexible structure with shared authority Promote innovative new approaches Destructive Organizations Depersonalization Emotional exhaustion Role overload Role conflict Resist innovation & new technologies
18 What are the themes?
19 Do culture & climate matter? Children served by child welfare and juvenile justice systems with more positive climates are more likely to experience improved psycho-social functioning, obtain more comprehensive services & experience more continuity in the services they receive. Glisson & Hemmelgarm, 1998
20 What is OSC?
21 Culture Climate
22 Organizational Culture It s the way we do things around here Values Norms Behaviors
23
24 Organizational Climate The way I feel about working here Perceptions Attitudes Motivation
25 Culture vs. Climate What s the difference? Culture Climate Property of organization Expectations Standards of practice Property of individual Perception Affective response psychological safety
26 Climate + Culture = OSC which Affects: Acceptance of new practices (whether or not) Implementation and fidelity (How) Sustainability and Effectiveness of new technologies (even Evidence Based Practices) Molds the nature, tone, and focus of relationships and interactions between service provider and recipient
27 Other influences on Social Context Mixing & managing four generations of employees Identity confusion/role clarification for seasoned employees Communication by management
28 Veterans, Silent Traditionalists ( ) Baby Boomers ( ) Generation X ( ) Generation Y, Millenials ( ) Work ethic & Values Hard work, respect authority, duty before fun Adhere to rules Workaholics Work efficiently Desire quality Question authority Eliminate the task Self-reliance Want structure & direction Skeptical Multitasking Tenacity Entrepreneurial Goal oriented Work is An obligation An exciting adventure A difficult challenge A contract A means to an end Fulfillment Leadership Style Directive Command & control Consensual Collegial Everyone is the same, challenge others, Ask why *TBD Interactive Style Individual Team player Loves meetings Entrepreneur Participation Communications Formal memo In person Direct immediate , voice mail, text Feedback & Rewards No news is good news Satisfaction in job well done Don t appreciate it Money Title/recognition Sorry to interrupt but how am I doing Freedom is the best reward Whenever I want it, At the push of a button Meaningful work Messages that Motivate Your experience is respected You are valued You are needed Do it your way Forget the rules You will work with other bright creative people Work & Family Life Ne er the twain shall meet No balance Work to live Balance Balance * Hammill, G. 2005
29 Identity confusion/role clarification Distress response Confusion Acceptance Integration
30 Communication style of leadership and management YES NO Inclusion Clarity Recognition
31 Social Context at NH DCYF Impacted over several years by: Increased emphasis on: Use of data Accountability for outcomes Budget cuts Service integration and agency mergers Practice Model development Inclusion of client voice Changes in Leadership Media attention
32 How does data help us understand OSC? How does the agency, your team, you, use data? Has it influenced your work/practice? How has it impacted the culture/climate in your organization? 1. What kinds of questions would you ask about climate?
33 Organizational Readiness Survey The summary scales include 1) Readiness for Change (14q) 2) Family Strengths (23q) 3) Family Assessment (not in 2013) 4) Youth Strengths (10q) 5) Obstructions to Practice (28q) 6) Frequency of Experiences (22q) 7) Perceptions of DO or Bureau (14q) 8) Climate in DO or Bureau (7q) 9) Perceptions of Management (4q) 10) Satisfaction with Job (7q) and 11) Staff Burnout (17q)
34 Organizational Readiness Survey (2011 to 2013) Baseline: 210 completed surveys out of a potential 346. Progress/Update: 254 completed surveys out of a potential 376.
35 Climate Questions 1. The climate in this office is encouraging and supportive; 2. *The climate in this office or Bureau is distrustful and suspicious 3. The climate in this office is relaxed and comfortable 4. *The climate in this district office of Bureau is rigid and rule-based 5. People in this office are sensitive to differences in their coworkers cultural beliefs, values, and practices 6. You appreciate belonging in this office, and 7. Your office is successful at problem solving
36 Belief Questions Safety: Children/youth should be safe. (5) Prevention: Prevention reduces child abuse and neglect. (3) Respect: Everyone deserves to be treated with courtesy and respect. (5) Permanency: All children/youth need and deserve permanency. (6) Well-Being: All children, youth, and families deserve a life of well-being. (4) Strengths: All families have strengths. (4)
37 Organizational Readiness Survey: Congruence with PM Beliefs & Principles Child Protection Staff (2013) Core Belief Scale I Believe Agency Believes All children/youth should be safe*** All Children/youth belong with their family*** All children/youth need and deserve permanency*** Prevention reduces child abuse and neglect*** Everyone deserves to be treated with courtesy and respect** All families have strengths All children, youth and families deserve a life of wellbeing***
38 Organizational Readiness Survey: Results (2013) Overall, staff assessment of climate was favorable before, during and while change was occurring. Highest climate results were related to staff feeling appreciated and success at problem solving. Measures of organizational climate may be associated with staffs endorsement of one specific Practice Model belief SAFETY Wells, M., Bartlett, L., Tappan, C., Levesque, S. (2015) Child Welfare Agency Climate: Congruence with Practice Model Beliefs. Journal of Public Child Welfare, Vol. 9: DOI: /
39 Making the linkages
40 Inspiring compatibility
41 What s involved in creating a healthy OSC Recruit the right staff Provide quality supervision, mentoring, coaching & learning opportunities Assess, enhance, and monitor organizational culture & climate WHAT HAVE YOU DONE? Workers who perceive a positive organization climate report higher job satisfaction and a greater commitment to their agency. (Glisson & Durick, 1988; Glisson, 2000)
42 Organization and System Standards Organizational Development Became a learning organization Viewed the training as a system intervention We were intentional about developing the capacity for change Committed to assessing and measuring organizational readiness over time Adjusted supervisory standards Used Appreciative Inquiry to strengthen capacity and CQI Systemic alignment Modified organizational and practice policies and standards promptly Conducted a comprehensive assessment of workforce development approaches Considered the impact on Technology Reassessed budget priorities Clarified the impact on contracting for services
43 How the training system lead/partnered to promote compatibility of individual perceptions and Practice Model beliefs Lead a team of staff and community partners in revising training curriculum, including adding parents and youth as trainers and experts Promoted peer-to-peer learning with other states Facilitated discussions in leadership, supervisory and team meetings to create safe environments for staff exploration and learning Integrated extensive coaching/support/integration points across entire agency Enhanced staff recruitment and selection processes including selection of interns (future employees) AND
44 Took responsibility and accountability for Finding creative, inspirational and practical ways to maintain sustained attention to OSC throughout the organization. Training
45 Sustainability starts from day 1 Leadership must live the Practice Model Practice Model can generate organizational credibility Creating a culture of learning is key Practice Model = PIP = Practice Model Communication: the Practice Model becomes the language of the system Time is a friend and a foe Culture and climate need constant, careful, and inspirational attention
46 DCYF Practice Model Beliefs Prevention reduces child abuse, neglect and delinquency and Promotes safety for children, youth, families and communities. Everyone deserves to be safe. All children and youth need and deserve permanency. Everyone deserves to be treated with courtesy and respect. Everyone needs and deserves a life of well-being. All children, youth and families have strengths. All children and youth belong with family.
47 Inspiring compatibility
Generational Differences in the Workplace
Generational Differences in the Workplace Dr. Clara B. Lee 13 August 2015 PMIWDC Fairview Park Luncheon Topics 1 Overview of the Generations 2 Workplace Characteristics 3 Workplace Implications 4 Success
More informationWelcome to your. Community of Practice (COP) Year in Review. Session #9 Date: June 22, 2016
Welcome to your Community of Practice (COP) Year in Review Session #9 Date: June 22, 2016 Warm Up What has been the most impactful session this year so far and why? What do you do differently, and what
More informationTo link to this article:
This article was downloaded by: [University of New Hampshire] On: 17 August 2015, At: 07:37 Publisher: Routledge Informa Ltd Registered in England and Wales Registered Number: 1072954 Registered office:
More informationOrganiza(onal Culture and Poli(cs. GAGMIS 2014 Spring Conference Cinco de Mayo, 2014
Organiza(onal Culture and Poli(cs GAGMIS 2014 Spring Conference Cinco de Mayo, 2014 Overview of Day Adap(ve Leadership in Prac(ce Organiza(onal Culture Public Problems, Values & Choices Nature of Public
More informationGetting to Outcomes: An Approach to Implementing Systemic Change
Getting to Outcomes: An Approach to Implementing Systemic Change Anita P. Barbee, MSSW, Ph.D. Consultant NRCOI and NCIC Christine Tappan, MSW Administrator, DCYF/DJJS Bureau of Organizational Learning
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 informationGeneral Session Wednesday, 11:00 am-12:00 pm
Impactful Diversity & Inclusion Strategies for the Workplace BRYON BASS, CLMS SEDGWICK Agenda Why differences matter: changing demographics IBI study on leave patterns across generations Generations and
More informationCan they give you an elevator speech? Lessons learned from Child Welfare Implementation Projects
Can they give you an elevator speech? Lessons learned from Child Welfare Implementation Projects Tammy Richards, MEd David Lambert, PhD Trish Knight, MPP Kris Sahonchik, JD National Conference on Child
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 information21st Annual RTC Conference Presented in Tampa, February 2008
Assessing and Changing Organizational Social Context for Effective Children s Services 21 st Annual Research Conference on Systems of Care Tampa, FL February 26, 2008 Charles Glisson, Ph.D. Children s
More informationManaging Generational Differences in a Utility's Workforce
Managing Generational Differences in a Utility's Workforce Pennsylvania Section AWWA Annual Conference April 22, 2015 Hershey, PA 1 1 Roy W. Mundy II, P.E. Eastern U. S. Specifications Engineer McWane
More informationManaging Generational Differences in a Utility's Workforce. PA AWWA Annual Conference Hershey, PA April 17, 2019
Managing Generational Differences in a Utility's Workforce PA AWWA Annual Conference Hershey, PA April 17, 2019 1 2 Bond... James Bond http://www.007james.com/articles/who_played_james_bond_part_2.php
More informationRECRUITING AND PLACING VOLUNTEERS
RECRUITING AND PLACING VOLUNTEERS ERIC PIZANA COMMUNITY ENGAGEMENT DIRECTOR SEPTEMBER 14 2018 SESSION OVERVIEW Introduction to Volunteer Recruitment Volunteer Position Descriptions Targeted Recruitment
More informationPresentation Objectives
The Impact of Organizational Social Context: Training Impacting Context or Context Impacting Training? 11th Annual National Services Training and Evaluation Symposium (May, 2008) Anthony Hemmelgarn, Ph.D.
More informationThe Generations A Partnership for the Future
The Generations A Partnership for the Future Kathryne A. Newton, MBA, Ph.D. Associate Dean for Graduate Programs and Faculty Success Program Head and Professor of Supply Chain Management Technology Department
More informationSTRENGTHENING CHILD WELFARE SUPERVISION WITH THE TOOLS FOR EXCELLENCE PROGRAM
1 STRENGTHENING CHILD WELFARE SUPERVISION WITH THE TOOLS FOR EXCELLENCE PROGRAM A Presentation by: Susan Brooks Northern California Training Academy, UC Davis 2 Overview of This Presentation The goal of
More informationAVAILABILITY, RESPONSIVENESS, CONTINUITY (ARC):
AVAILABILITY, RESPONSIVENESS, CONTINUITY (ARC): IMPROVING CLIENTS LIVES: RESEARCH AND PRACTICE INNOVATION VIA THE ARC MODEL OF ORGANIZATIONAL EFFECTIVENESS Anthony L Hemmelgarn, Ph.D. Children s Mental
More informationModule 1: Making the Transition from Social Worker to Supervisor
Module 1: Making the Transition from Social Worker to Supervisor Day One 9:00 9:45 Welcome And Introductions 9:45 11:15 Leadership Style And Its Impact On Performance 11:15 12:00 What Makes An Effective
More informationAppreciating Generational Differences
Appreciating Generational Differences 2017 Volunteer Management Webinar Series Facilitated by Marshfield Clinic AmeriCorps-Volunteer Wisconsin Presented by Shelly Kaiser Marshfield Clinic Center for Community
More information21 st Century Skills: Bridging the Four Generations in Today s Workforce
21 st Century Skills: Bridging the Four Generations in Today s Workforce January 21, 2014 21 st Century Skills: Bridging the Four Generations in Today s Workforce Today s Objective: To share with you,
More informationPerformance Management. Gabrielle K. Gabrielli, Ph.D.
Performance Management Gabrielle K. Gabrielli, Ph.D. Ground Rules 1. Turn any cell phones or pagers to the off or vibrate position. 2. Listen actively. 3. Participate to the fullest of your ability. 4.
More informationPOSITION DESCRIPTION Program Manager, Functional Family Therapy Child Welfare
POSITION DESCRIPTION Program Manager, Functional Family Therapy Child Welfare ABOUT UNITING Our purpose: Our values: To inspire people, enliven communities and confront injustice. As an organisation we
More informationTexas Standards for High Quality Afterschool, Summer and Expanded Learning Programs Assessment Tool
Program: Date: Observer: Category 1: Safe Environments, Health and Nutrition: A high quality program offers a safe environment where youth have opportunities to practice healthy behaviors and have access
More informationVolunteer Recruitment and Retention, Part I
Virtual Training Series Patrice Teetermoran Volunteer Maryland Volunteer Recruitment and Retention, Part I Center on Budget & Policy Priorities October 12, 2016 The Get It Back Campaign National effort
More informationCourses Offered. 438 Professional Development Studies. Coordinator & Office
438 Professional Development Studies Professional Development Studies Today s worker is faced not only with ever-increasing technological challenges, but also with the need for applied instruction in a
More informationTraditionalists to Millennials: A Project Leadership Challenge
Traditionalists to Millennials: A Project Leadership Challenge What challenges have you encountered leading different generations of people on your projects? 2 Each generation brings its own set of Values
More informationList of Professional and National Occupational Standards for Youth Work
List of Professional and National Occupational Standards for Youth Work 1.1.1 Enable young people to use their learning to enhance their future development 1.1.2 Enable young people to work effectively
More informationSCDLMCA1 Manage and develop yourself and your workforce within care services
Manage and develop yourself and your workforce within care services Overview This standard identifies the requirements when taking responsibility for your own and others continuing professional development.
More informationNavigating the Generations
2018 Discuss ways in which the work environment can be impacted by intergenerational issues Identify how the new generation of students is impacting the workplace Recognize how perception impacts attitudes
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 informationStrategic Plan SFY Oklahoma Department of Human Services
Strategic Plan SFY 2014-2015 Oklahoma Department of Human Services GROWING in a NEW DIRECTION SFY 2014-2015 Strategy Map CWS Strategic Plan Page 1 OUR MISSION We improve the quality of life of vulnerable
More informationThe RPL process requires you to be actively involved, participating in the required steps and undertaking assessment activities.
Diploma Positive Psychology and Wellbeing 10300NAT Welcome to the RPL Self-Assessment Toolkit for the Diploma of Positive Psychology and Wellbeing. This Self-Assessment Toolkit is to be used if you believe
More informationPracticePerspectives. Winter. Navigating a Multigenerational Workforce in Child Welfare. Roxana Torrico Meruvia, MSW
I S S U E Winter 2 0 1 3 PracticePerspectives The National Association of Social Workers 750 First Street NE Suite 700 Washington, DC 20002-4241 SocialWorkers.org Navigating a Multigenerational Workforce
More informationThe Role of Implementation Drivers in Child Welfare Systems Change. David Lambert, PhD Tammy Richards, MEd Trish Knight, MPP
The Role of Implementation Drivers in Child Welfare Systems Change David Lambert, PhD Tammy Richards, MEd Trish Knight, MPP Children s Mental Health Research & Policy Conference March 3-5, 2014 Tampa,
More informationThe Role of Implementation Drivers in Child Welfare Systems Change
The Role of Implementation Drivers in Child Welfare Systems Change David Lambert, PhD Tammy Richards, MEd Trish Knight, MPP Global Implementation Conference August 21, 2013 - Washington, DC Context Child
More informationWashington Standards-Based Superintendent Framework
Washington Standards-Based Superintendent Framework Standard 1 Visionary Leadership: The superintendent is an educational leader who improves and achievement for each student by leading the development,
More informationThe ABCs of Working With the XYZs
Webinar: The ABCs of Working With the Presented by: April Hepburn, MS, MBA, PHR October 18, 2011 The ABCs of Working With the XYZs Date: October 18, 2011 Speaker: April Hepburn, MS, MBA, PHR 2 Main Topics
More informationThree Bold Steps Toolkit: Capacity Framework
Three Bold Steps Toolkit: Capacity Framework INTRODUCTION This framework was originally designed for Safe Schools/Healthy Students (SS/HS) communities to guide them as they took the Three Bold Steps: developing
More informationSupervision: Helping People Succeed
Supervision: Helping People Succeed Part Two Nelson Layag info@layag.com Warm up Since taking Supervision Part 1... What have you tried? What have you shared? What have you thought about (differently)?
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 informationUniversity of Pittsburgh
501: Supervisor Training Series Module 2: The Supervisor Training Series Module 1: The Preparatory and Beginning Phases of Child Welfare Supervision Module 2: Module 3: The Middle/Work Phase of Supervision
More informationGenerational Differences in the workplace. Jessica Sharp, Diversity Coordinator
Generational Differences in the workplace Jessica Sharp, Diversity Coordinator 2 Identifying the Challenges Working in partners or groups of 3, list the major challenges that you see stemming from generational
More informationSCDLMCB1 Lead and manage practice that promotes the safeguarding of individuals
Lead and manage practice that promotes the safeguarding of Overview This standard identifies the requirements associated with safeguarding which must permeate all your work with and in managing others.
More informationSource- Ravenhill Group
Accepting organizational structures that have few or no mid-level management between staff and managers, granting employees increased autonomy, and establishing the flexible work-places that these employees
More informationH7YG 04 (SCDLMCB8) Lead and Manage the Provision of Care Services that Supports the Development of Positive Behaviour
H7YG 04 (SCDLMCB8) Lead and Manage the Provision of Care Services that Supports the Development of Positive Behaviour Overview This standard identifies the requirements associated with leading and managing
More informationGenerational Shift and Succession Planning
Generational Shift and Succession Planning Investment advisory services are offered through CliftonLarsonAllen Wealth Advisors, LLC, an SEC registered investment advisor. Learning Objectives Explain what
More informationContinuous Quality Improvement Project
Continuous Quality Improvement Project Kentucky Interview with Vincent Geremia, State CQI Coordinator, Kentucky Department for Community Based Services Vincent.Geremia@ky.gov 606-920-2007 January 20, 2012
More informationBUSINESS MOTIVATORS. Terri Tester ACME Inc. 03/31/17 REPORT PROVIDED BY
BUSINESS MOTIVATORS ACME Inc. 03/31/17 REPORT PROVIDED BY Success Performance Solutions P.O. Box 458 Wind Gap, PA 18091 1-717-291-4640 www.successperformancesolutions.com/ Motivators are a collection of
More informationCore Knowledge. for Afterschool and Youth Development Professionals. Self-Assessment Tool LEVEL 3
Core Knowledge andcompetencies for Afterschool and Youth Development Professionals Self-Assessment Tool LEVEL 3 The Vision& Mission ofnaa NAA is the only national membership organization for professionals
More informationOMNI s Learning Development & Practice
OMNI s Learning Development & Practice Professional Development Series Successful organizations recognize the need to continue investing in their people. OMNI s curriculum delivers practical insights,
More informationReport Contents. Business Motivators for: This Report Is Provided By: Terri Tester ACME Inc. 07/23/2002
1of 9 Business Motivators for: ACME Inc. 07/23/2002 Report Contents Conceptual Aesthetic Economic Power and Authority Social Doctrine Graphic Profile This Report Is Provided By: Employee Selection & Development,
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 informationManaging Age Diversity in the Workplace Public Library Association
Managing Age Diversity in the Workplace Public Library Association March 18, 2015 Flickr: Nathan Beth Steinhorn President Connect with me at: linkedin.com/in/bethsteinhorn facebook.com/jffixlergroup @JFFixler
More informationMillennial Managers. Thursday, May 17, 2018
Millennial Managers Thursday, May 17, 2018 Introducing Our Presenters Sara Brookshire Director of Admissions Brandeis University DJ Menifee Director of Admission Butler University Before we begin Quick
More informationTHE CULTURE CANVAS A Working Guide and Checklist to Support the Development of a High-Performing Culture
denison TM THE CULTURE CANVAS A Working Guide and Checklist to Support the Development of a High-Performing Culture The Denison Model of High Performance A Systems Approach to Understanding and Managing
More informationManaging Workforce Generational Differences. August 10, 2012
Managing Workforce Generational Differences August 10, 2012 Introduction Steve Jacobs Senior Manager at Ernst & Young Career Background Overview of Performance & Reward Contact Information +1 312 879 3112
More informationManager - Engagement and Communications
Position Description Manager - Engagement and Communications Branch/Program Award Reports to Supervisory responsibilities Duration Probationary period Hours Based at Strategy & Engagement Social, Community,
More informationSCDLMCB7 Lead and manage group living provision within care services
Lead and manage group living provision within care services Overview This standard identifies the requirements associated with leading and managing group living provision, it includes developing the physical
More informationCustomer Service Excellence Training from ProEdge Skills, Inc.
Importance of Service & Customer-Focused Attitude Sociologists claim that customer service is emotional labor. Being On all day is hard. Customers get upset, yet the customer service professional cannot.
More informationPosition Description: Guide Youth Worker (Pivot Youth Crime Prevention Program)
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 informationYMCAs of South Australia Employee Collective Agreement. Classification / Grade: Class 2 Level 1 3 Position Status Casual
Position Title: Department / Industry: Agreement / Award: Aquatics Teacher LEAP Aquatics YMCAs of South Australia Employee Collective Agreement Classification / Grade: Class 2 Level 1 3 Position Status
More informationMulti-Generational Users; The Silent Power Struggle. 11/12/2007 1:30pm Room #S330AB
Multi-Generational Users; The Silent Power Struggle 11/12/2007 1:30pm Room #S330AB Presented by: Dina Cipollaro, MA, LPC www.funtrainingsolutions.com dina@funtrainingsolutions.com 530.314.3063 They are
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 informationReport For: Terri Tester ACME Inc. 12/30/2009
Report For: Terri Tester ACME Inc. 12/30/2009 Report Contents Conceptual Aesthetic Economic Power and Authority Social Doctrine Graphic Profile This Report Is Provided By: The Chrysalis Corporation 2001
More informationAlameda County Independent Living Program (ILP) Manager
ORGANIZATION OVERVIEW Beyond Emancipation (B:E) supports transition aged youth with experience in the foster care or probation systems in their transformation to live healthy, connected, productive lives.
More informationFundamentals of Project Management Bill Coda
Fundamentals of Project Management Bill Coda The P in PM is as much about People Management as it is about Project Management. Agenda Introduction and Overview Objectives Project Management Frameworks
More informationComprehensive Organizational Health Assessment
Comprehensive Organizational Health Assessment Presented by: Robin Leake, Ph.D Director of Research and Evaluation Butler Institute for Families Paul Fritzler District Manager Department of Family Services,
More informationEngaging Employees: Bridging the Generation Gap
SESSION 109 Wednesday, May 10, 10:15am - 11:15am Track: Team Performance and Transformation Engaging Employees: Bridging the Generation Gap Rae Ann Bruno President, Business Solutions Training, Inc. rbruno@businesssolutionstraining.com
More informationMITIGATING STRESS of NATIONAL STAFF Suggestions for proactive management
Cross-Cultural Perspectives on Psychosocial Issues of Humanitarian Staff Care Conference 16-17 November 2004, Melbourne MITIGATING STRESS of NATIONAL STAFF Suggestions for proactive management This document
More informationLoughborough College Job Description
Loughborough College Job Description 1. Job Details Job Title: Teacher/Lecturer in Psychology Department: Sixth Form Reporting To: Curriculum Manger Competency Level: Teaching 2 Hay Grade: TBC Date of
More informationTrouble-Shooting: Questions
Trouble-Shooting: Questions For wraparound supervisors: These are individuals who are hired or will be hired to provide handson oversight, direction and coaching to staff members who work directly with
More informationDescription. Award Categories. Customer Service. Engagement
Description The Rowan Recognition program recognizes and rewards faculty and staff for work and behaviors that support the mission, goals, values and initiatives of Rowan University. The work and behavior
More informationPartnership Self-Assessment Tool (PSAT)
Partnership Self-Assessment Tool (PSAT) Every two years, OKN uses the PSAT to gather information from committee members. Developed by The Center for the Advancement of Collaborative Strategies in Health,
More informationSCDLMCE5 Develop operational plans and manage resources to meet current and future demands on the provision of care services
Develop operational plans and manage resources to meet current and future demands on the provision of care services Overview This standard identifies the requirements when developing operational plans
More informationSCDLMCE1 Lead and manage effective communication systems and practice
Lead and manage effective communication systems and practice Overview This standard identifies the requirements when leading and managing effective systems and practice for communication in settings where
More informationBUILDING YOUR CAREER. Reaching your potential. Building your career 1
BUILDING YOUR CAREER Reaching your potential Building your career 1 At tesco we want you TO BUILD YOUR CAREER AND REACH YOUR POTENTIAL, IN A WAY THAT WORKS FOR YOU We want everyone to feel welcome and
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 informationbuilding your career Reaching your potential
building your career Reaching your potential At Tesco we want you to build your career and reach your potential, in a way that works for you We want everyone to feel welcome and valued. We are proud to
More informationDudley Children's Services
Dudley Children's Services LEARNING AND DEVELOPMENT OFFER 2018 2019 STRENGTHENING PARTNERSHIP WITH CHILDREN, FAMILIES AND COMMUNITIES Strengthening partnerships with children, families and communities
More informationPosition Description: Guide - Youth & Family Worker (Youth Crime Prevention Program)
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 informationCurrent as of October 17, 2012
STATE Continuous Quality Improvement Project STAFF RESPONSIBILITIES & QUALIFICATIONS Alabama QA Consultants must have a Bachelor s Degree, preferably in social work. It is preferred that all Consultants
More informationNelson Mandela s Influence Using Organizational Behaviour Techniques
Nelson Mandela s Influence Using Organizational Behaviour Techniques Leadership and Motivation Megan Latzkowski A leader is like a shepherd. He stays behind the flock, letting them go out ahead, not realizing
More informationAssistant Manager, Social Work (New position)
Edmonton Catholic Schools is now accepting applications for the position of Assistant Manager, Social Work (New position) Edmonton Catholic Schools is a large urban school district whose mission is to
More informationDIMENSIONS OF PROFESSIONAL LEADERSHIP Introduction
DIMENSIONS OF PROFESSIONAL LEADERSHIP Introduction Since its inception, L.E.A.D.S. members have centred their attentions on notions related to professional educational leadership, on appropriate policy
More informationJOB DESCRIPTION. Evaluation Type Assistant Principal. FLSA Exempt. Date Revised May 2018
IMPORTANT NOTE: Interested applicants should first apply to the AP P2P Pipeline posting, after which successful applicants will be admitted into the AP P2P Pipeline. Upon admission into the AP P2P Pipeline,
More informationProfessional Development Studies
Professional Development Studies 519 Professional Development Studies Today s worker is faced not only with ever-increasing technological challenges, but also with the need for applied instruction in a
More informationAudience: Six to eight New employees of YouthCARE, young staff members new to full time youth work.
YouthCARE Youth Workers and Audience: Six to eight New employees of YouthCARE, young staff members new to full time youth work. Goal: To prepare new youth workers to critically think about and demonstrate
More informationCreating Sustained Behavior Change with 360 Feedback
Creating Sustained Behavior Change with 360 George O. Klemp, Partner Introduction There are many reasons for introducing a 360 program into an organization. Sometimes it is used to emphasize the importance
More informationTactics for Building Commitment
Tactics for Building Commitment. Stage Goal Inhibitors Tactics Success Indicators Contact Ensure about the change is made available where people are likely to see and hear it. Ineffective dissemination
More informationH7LX 04 (SCDLMCB7) Lead and Manage Group Living Provision with Care Services
H7LX 04 (SCDLMCB7) Lead and Manage Group Living Provision with Care Services Overview This standard identifies the requirements associated with leading and managing group living provision, it includes
More informationLEADING FROM THE HEART AND WITH YOUR PEOPLE
LEADING FROM THE HEART AND WITH YOUR PEOPLE WHY PARTICIPATIVE LEADERSHIP? Share decision making with group members Fosters a team approach to work and problem solving Helps to inspire and motivate people
More informationWorkshop A: Case Study Implementing a Certified Sales Coach Program. Taking Sales from Competent to Effective!
Workshop A: Case Study Implementing a Certified Sales Coach Program Taking Sales from Competent to Effective! Today s Topics Strategic Drivers for Implementing a Certified Sales Coach Program @ Schlumberger
More informationWorkshops and Short Session Topics
Workshops and Short Session Topics We design workshops, short conference sessions and keynotes that fit within your culture and address your specific needs. Below is a list of our most requested topics
More informationTraining & Development Brochure
Training & Development Brochure Learning & Development Team Performance Being Intentional Ethics Employee Engagement Team Building The 5 Essential Leadership Questions Education & Training Compliance Training:
More informationRecruiting, Retaining and Rewarding Volunteers
Recruiting, Retaining and Rewarding Volunteers MCN Conference July 20, 2011 Zeeda Magnuson, Associate Director Zeeda@handsontwincities.org 612-379-4900 ext. 13 The Value of Volunteers Involving Volunteers
More informationPerformance and Quality Improvement
INTRODUCTION The Performance and Quality Improvement (PA-PQI) Standards for public agencies provide the framework for an agency-wide PQI system that increases agency capacity to make data-informed decisions
More informationSUPERINTENDENT BALANCED GOVERANCE EVALUATION MANUAL
APPENDIX Superintendent Evaluation Manual Adopted: 11/13/03 Revised: 04/14/05; 03/11/10; 09/22/16; 05/25/17 Board of School Trustees CLARK COUNTY SCHOOL DISTRICT SUPERINTENDENT BALANCED GOVERANCE EVALUATION
More informationPSAYDN Program Quality Self-Assessment Tool
PSAYDN Program Quality Self-Assessment Tool To complete the numerical ratings on the Self-Assessment Tool, all ratings have to be based as exactly as possible on the Rating Indicator Level descriptions
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 informationBridging the Gap: Understanding the Multi-Generational Workforce and Ideas for Capitalizing on its Opportunities
Bridging the Gap: Understanding the Multi-Generational Workforce and Ideas for Capitalizing on its Opportunities CPCU State of the Insurance Job Market February 2011 A BRAVE NEW WORKFORCE Never in the
More information