...Elkhart County Community Assessment Report Written By: Jeremy McCord – Project Coordinator and Elkhart County CTC Community Assessment Work Group Executive Summary Elkhart County utilized the Communities That Care system as a capacity building tool to aid in the Strategic Prevention Framework process. The Strategic Prevention Framework is a 5-step planning process that guides the selection, implementation, and evaluation of evidence-based, culturally appropriate, sustainable prevention activities. Communities That Care is a tool used to guide a community through the assessment and prioritization of risk and protective factors most in need of attention and links those priorities to evidence-based and data driven programming to address them. It is important to remember that the Communities That Care system is simply a tool to aid in building a prevention infrastructure referred to as the Strategic Prevention Framework process. Communities That Care and Strategic Prevention Framework are not programs nor are they administrative names for program implementation. They exist and work together in helping communities get organized, identify problem areas based on community data, make knowledgeable decisions pertaining to how these problems should be addressed, and evaluate any actions taken to counter the problem areas. Each phase of the Communities That Care system fits well into a coordinating phase of the Strategic Prevention Framework process, and it is clear that sustainability...
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...The decades-long quest to transfer what is learned in the classroom to improved performance in the workplace has been a confounding one. For one thing, it isn't easy to change behavior patterns, because they've been ingrained over time. To correct performance issues, new behaviors have to be introduced and consistently reinforced over the long term. This means following up programs with enough continued learning, feedback, coaching and accountability to stimulate the growth of new neuronal connections that eventually take the place of old ones. Unaware of this reality, organizations have wasted billions of dollars annually investing in learning programs that fail to change behavior. The greater challenge of the quest for this "Holy Grail" is that the solution doesn't involve fixing just one thing. A myriad of variables within an organization influence whether learning is reinforced until new behavior patterns are established. A process I call Train-to-Ingrain was designed to achieve permanent, measurable improvements in performance by optimizing aspects of training and development that impact on learning transfer: - COMMITMENT - Support follow-up reinforcement - COACHING - Prepare direct managers for their development role - FOLLOW-UP - Integrate reinforcement programs with assessment and training programs - ACCOUNTABILITY - Measure performance improvement and calculate ROI - TRAINING FOR TRANSFER - Incorporate learning strategies that promote application...
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...OVERVIEW OF THEORIES OF HUMAN BEHAVIOR & THE SOCIAL ENVIRONMENT APPLICATIONS TO SOCIAL WORK GENERALIST PRACTICE The following is a very general outline summarizing the theories covered in the NCSSS foundation classes of SSS 571: Human Behavior & the Social Environment. Theory application & integration with practice are demonstrated. This outline is only a summary of highlights; all theorists, ideas, and concepts are not included. Because human behavior is complex and the social work profession is broad, numerous theories are utilized for social work practice at the micro-meso-macro levels. These theories focus on human growth and development, psychological and social functioning, and social service delivery. Some theories emphasize social and economic justice. All theories are value-laden and come out of a socio-historical context. Thus, all theories should be critiqued with attention paid to their cross-cultural applicability. DEFINITIONS: Theory—interrelated sets of concepts and propositions, organized into a deductive system to explain relationships about certain aspects of the world (e.g., the theories listed below). Perspective—an emphasis or point of view; concepts at an earlier level of development (e.g., a “strengths perspective”) or at a broader and higher level of abstraction (ex: a “humanistic perspective” or a “developmental perspective”) Paradigm—an archetype or mode of thought; a general way of seeing the world (e.g., “modernism” or “post-modernism”) Practice...
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...Plan for Positive Influence Through various behavioral assessments employers can determine best practices to improve employee motivation, satisfaction, and performance. Measurement tools can include assessments of employee personality traits and characteristics, work behaviors and attitudes, and job involvement and satisfaction. By using the information gathered from these assessments, employers can develop comprehensive plans to improve relational processes to bring together different individuals to work together in productive ways. For example, employees who have differing values, personalities, and emotional intelligence can learn new behavioral patterns to successfully collaborate in the workplace. Team members completed several example assessments to determine behavioral factors such as predominant personality style, emotional intelligence, and attitudes regarding job satisfaction, involvement, and workplace diversity. Employers can use personality assessments to determine how employees will work in some areas (Robbins & Judge, 2007). For example, personality styles of the team were dominant and interactive; indicating that team members would be complimentary when dealing with clients. According to data outlined in the DISC Platinum Rule Behavioral Style Assessment, individuals with interactive personality styles possess skills that are influential with developing relationships to accomplish goals and are more relationship-oriented then task-oriented (Alessandra...
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...Award for Technology Collaboration. Since July 2007, KineoPacific has worked with CatalystIT to guide the further development of Mahara. A first guiding principle with the development of the Mahara ePortfolio system is that it is learner centred – a form of Personal Learning Environment. This is in contrast to the more institution-centric Learning Management System (LMS). Mahara is a stand-alone system that can be integrated into a wider virtual learning framework. We believe the Learning Management System remains a highly useful application for delivering learning. We also believe the overall environment can be enhanced and complemented by a learner-centred personal learning environment such as Mahara. Pan-institutional learner communities can also be encouraged using Mahara. Mahara’s architecture is inspired by the modular, extensible architecture of Moodle. The Mahara team has also been heavily involved in the Moodle community, with recent work mostly focused on Moodle Networks. Similarly, Mahara systems can be networked together as well having single sign-on from Moodle 1.9 upwards. In a sense, we see Mahara as a ‘sister’ application although the two systems are not required to go together. Mahara will continue to evolve as a ‘pluggable’, modular e-Portfolio system designed to leverage Web 2.0 web services and built with...
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...performance assessment and management system. The primary source of performance assessment at the firm is a multi-source 360 degree feedback tool. The secondary source is an employee’s self assessment. There are a number of issues as to why the primary tool is not effective in truly assessing the performance of an employee at Morgan Stanley. The first issue surrounds the reliability of the raters in the 360 degree process. The raters are from the Capital Markets group and other groups within the firm with little definition if the raters are all at the same organizational level. This calls into question inter-rater reliability as reliability tends to be low when the raters are not from the same level. The second issue is one of freedom from bias. As the 360 degree feedback tool is highly subjective with regard to the comments it records, it does not address how a manager would assess either leniency or severity errors within the comments. Each of the raters may experience peak-end utility at the time they provide their comments. Unfortunately, this clouds their commentary. Instead of focusing comments on their complete experience with an employee, they may focus only on their last experience. A third issue involves the employee assessment tool. It vaguely addresses the concepts of goal-setting and employee development. In its current form, the tool is mainly used for administrative purposes (promotion and compensation). The sign of a good assessment tool is that...
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...SELECTING AND USING ASSESSMENTS Introduction This chapter will address three issues: (a) the institutional assessment needs of workforce development organizations, (b) the assessment needs of individual youth to help make informed choices about their careers, and (c) the practical needs of practitioners for information about how to select and use different assessment tools. At the end of this chapter, Exhibit 3.1 contains information that can be used to help with the selection and use of assessments, including a directory of commonly used published tests. Meeting Institutional Assessment Needs Agencies and organizations in the workforce system use assessments to meet institutional needs in two ways-to determine a youth's eligibility for services and to document achievement of program goals by assessing the progress of program participants. The number of participants served and achievement of program goals can impact the amount of funding an organization receives. Funding for the youth programs considered in this guide may come from the Department of Education, the Department of Labor, other federal agencies, states, local governmental agencies, or a combination of these. Table 1.2 in Chapter 1 summarizes the eligibility and assessment requirements of IDEA, WIA Title I, and the Rehabilitation Act. More specific information on assessments mandated or permitted by several federal funding sources may be found in Appendix A. (Mandated assessments are those required...
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...Types of evaluations There are several types of evaluations/assessments that can be done by school systems or independently. This webpage describes eleven type of assessments/evaluations. If the school is evaluating your child, they must be evaluated in ALL the areas of suspected disability. Page Index: Educational Evaluation , Psychological Evaluation (Wechsler Intelligence, Attention, behaviors and emotions ), Neuropsychological Evaluation, Functional Behavioral Assessment, Speech and Language Evaluation, Auditory Processing Evaluation, Occupational Therapy (OT) Evaluation, Physical Therapy (PT) Evaluation, Assistive Technology (AT) Assessment, Transition Assessment(TA), Home Assessment, and Teacher Assessment/Observation. If you have received "EVALUATION CONSENT FORM", (form called Attachment to N 1) in the mail. Before you sign and return this form, you can request a "pre-evaluation conference" to talk with a school professional(s) about the 5 W's (Who, What, When, Where, Why) who will conduct each evaluation, what evaluations/tests would be helpful, when will your child be taken out of classes to be tested and where will your child be given the test/evaluations and who will be explaining why the evaluations are happening? These are the assessments/evaluations that can be listed on the Consent form (N1), it may include these but are not limited to what is printed on the (Attachment to N 1) form. As stated in Special Education Regulation: 28.04(1)(c) School...
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...Legal Aspects of Professional Psychology “Professional psychologists study mental processes and human behavior by observing, interpreting, and recording how people and other animals relate to one another and the environment.” The psychologists express theories that have possible explanations and concentrate on an individual behavior that influence a person’s action where understanding and explaining thoughts, emotions, feelings and or behavior is in attention. However there is a legal aspect of professional psychology that is the most important part in professional practice. “Legal aspects of professional psychology cover abroad spectrum of any application of psychological ethics, and ways of understanding legal issues and questions. Additionally to the practical practices, legal aspects of psychology also include empirical or academic research on topics concerning the relationships of government laws and regulations to human behavior and mental processes”(Roger Rivera, “Legal Aspects Of Professional Psychology”). Legal issues related to informed consent and refusal Most important factor of legal issue in professional phycology is the informed consent of the client, where the doctor gets consent of the client for performing tests and medical treatments including records of the patients. It is the psychologist’s duty to offer and explain services, and if the patients have no ability for opinion, take consent from the person who has the legal power to do on behalf of the...
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...Subject: | Cross Cultural Management | Instructor Name: | Balach Jamali | Date: | 23-12-2011 | Final Project: | Case Analysis | | | Group Members Abdullah Abdul Rehman (9151) Hammad Mukati Umair Bawani So Long to the Sunday Classifieds Management Dilemma * The innovative strategies for recruitment * To boost the recruitment efficiency & reducing the cost to hire. Management Response * Use the idols/ heroes in ad * Brief of benefits & facilities * Contract recruiting, campus recruiting, employee referrals, computer databases, and internet recruiting. Q.1: Assess the effectiveness of a recruitment advertising strategy that relies on imaginative, highly visual, eye-catching ads. What are the potential strengths and drawbacks of this approach to recruitment advertising? Ans 1: The effectiveness of recruitment advertising is to send a unique and memorable message about the company to the gain the attention of the applicants in a single moment and to create attention, interest, desire and action and create a positive impression about the firm. After watching this ad the many applicants will apply in the company. The drawback of this approach would be that many applicants would send their resume which would be difficult for the company to sort out the most effective employee and would be more time consuming for the company. Q.No 2: What type of company (in what kind of industry) would benefit most from contract recruiters...
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...psychologySubspecialties of forensic psychologySubspecialties of forensic psychology Forensic psychology is defined as the application of psychological knowledge to the legal system (Bartol & Bartol, 2012: 6). The concept of forensic psychology can be misunderstood, because the definition does not explain much. The easiest way to explain forensic psychology is to break it down into its subspecialties and describe where psychological knowledge can be applied. There are five subspecialties of forensic psychology, namely police psychology, psychology of crime and delinquency, victimology and victim services, legal psychology and correctional psychology. I will discuss legal psychology and correctional psychology. · Legal psychology Legal psychology is the study of human behavior relevant to the law. This subspecialty of forensic psychology consists of those theories that describe, explain and predict human behavior by reference to the law. Bartol & Bartol (2012) described that early in a case when attorneys are preparing for a trial and gathering information psychologist can be called in to testify. Main roles of a forensic psychologist in the USA includes, acting as a consultant to law enforcement, acting as trial consultants (jury selection, case preparation and pre-trial publicity), presenting psychology to appeal courts, doing forensic assessment and acting as an expert witness (insanity defense, competence to stand trial, sentencing, eyewitness identification and child custody etc.) Expert witness...
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...just got this rom website credits to the author What should Mr. M. Lacdao do with Sylvia Gregorio’s offer of resignation as analyst of Center for Energy Research and Development’s Solar section brought about by absence of organizational value system? Objectives: 1. To be able to establish camaraderie and rapport among employees of the center. 2. To be able to continue to attract the best and brightest employees. II. Areas of consideration 1. Value system Value system is a set of ethical values and measures used for the purpose of ethical or ideological integrity. Organizational value systems are standards of behaviors that govern individual employee behavior within an organization. A personal value system on the other hand is a set of principles or ideals that drive or guide a person’s behavior. Absence of organizational value system encourages employees to pursue behaviors in line with their personal value system, which may not be the values the organization wants to develop. CERD lacks organizational value system. Its absence encouraged some women employees to develop exclusive groupings. It abetted unfair practice of exclusively grabbing training opportunities abroad by some management and training section personnel, curtailing equal opportunity and personal ambitions and career growth of other employees like Sylvia Gregorio. Other indicators include frequent discussions of male engineers’ drinking sessions, girls and disco prompting Sylvia Gregorio to lament...
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...Christopher Collins Task 317.1.6-03-06, 08-10 In this case a mid-size manufacturing plant hired an engineer, which the company itself describes as intelligent and bright. The engineer is not only completing every task assigned to him on time, but has also made several changes in the plant which increased the efficiency of the plant. However, his attitude is not matching with his work. He has been proven very bad team player, as he does not treat co-workers respectfully. Even, the managers feel his attitude resent, because he claim that he is the only trained engineer in the company and no one is qualified to evaluate his performance in the company. The manager this time has opted for 360 degree performance evaluation system, and so far has evaluated his attitude with co-workers, his attitude to managers when they communicate, friendliness and neatness of workplace. Despite his extraordinary performance he has received very poor remarks in every field. This paper in this connection, will recommend three main concerns that manager should consider while evaluating the performance of engineer. The point of concern in the current evaluation form of this company includes: 1. Friendliness: A performance evaluation form should consider factor like how a person perform in team rather than his friendliness, because nature of different individual varies, and it is a fact that there are people in the world who do not prefer to be social at their workplace, and a probability is there...
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...with mental disorders are strange, unusual, and noticeably different than other people. ANS: F 4. 5. There can be no universal definition of abnormality. ANS: T 6. Ideas about what are normal and abnormal vary over time and across cultures. ANS: T 7. Abnormal behaviors and feelings are often exaggerations of normal states. ANS: T 8. Normal behaviors can be categorized as distinctly different from abnormal behaviors. ANS: F 9. Every human being experiences at least mild versions of the feelings and behaviors that are found in mental disorders. ANS: T 10. Most mental disorders have both psychological and biological causes. ANS: T 11. If a disorder can be treated with medication, that disorder must be caused by a physical problem. ANS: F 12. Every emotional and behavior has both a psychological and a biological aspect. ANS: T 13. Cognitive therapy is based on the belief that problematic emotions and behaviors can be changed by modifying problematic thoughts. ANS: T 14. A classification system is only useful when its categories consistently and accurately fit the phenomena being classified. ANS: T 15. A classification system is only useful when its categories are reliable and valid. ANS: T 16. The main advantage of personality questionnaires is that they assess deeper, less observable emotional and personality patterns. ANS: F MULTIPLE CHOICE 1. What subfield of psychology is devoted to...
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...law, gives the adult criminal court original jurisdiciton for murder at age 13 and for serious felonies for ages 14-15. The age at while a youth goes to an adult or juvenile court varies from state to state Juveniles can be referred to the juvenile justice system for reasons other than adult criminal offenses. These are often referred to as status offenses. I.E. failure to attend school under the age of 16, running away from home, under-age drinking, incorrigibility and being outside the home during curfew hours. Incorrigibility usually refers to juveniles having a pattern of not obeying parents or guardians and may include insulting and demeaning behavior in relation to their parents or guardians Mediation is a process where the juvenile and the people complaining about the juveniles behavior resolve their problems to everyones satisfaction with the help of a third party called a mediator. The police do an investigation, an attorney a.k.a a law guardian, would be appointed by the court, A probation officer would interview the youth, juvenile would appear in court to agree or deny the facts, could be adjudicated or institutionalized. This process is called due process for juvenile court. Juveniles come in the system through four major ways: By being victimized by their parents or guardians through neglect and abuse statuses when ther are taken out of the home By violating a criminal law and/or being arrested by the police By violating a juvenile offense that is not...
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