...A professional portfolio is a visual presentation about who you are and how qualified you are as an educator. It reflects all of an educator’s accomplishments, skills, and experiences over an extended time period. A professional portfolio is well-organized and it showcases your work and your abilities which include: a resume, quality of professional learning, training and experiences, artifacts demonstrating professional knowledge, and any other performances or dispositions you have attained. A professional portfolio is not a resume, but it reflects your abilities and what you have to offer for the job. A professional portfolio is an extraordinary way to showcase your skills, abilities, and experiences. A professional portfolio focus on unique skills an educator has to offer the employer. It answers the question, “Why should I hire you?” A professional portfolio provides a lasting impression (picture) to the employer of your good work. It shows powerful skills, communicates, and provides evidence of attained knowledge that is associated with the school leadership. It demonstrates professional development overtime in diverse situations; reflect thinking strategies, and one’s personal attitude, assumptions, beliefs and values toward school leadership. A professional portfolio details all the accomplishments and experiences you have to offer. It is easier for the interviewer not to ask so many questions based on what has been included into a portfolio. A professional portfolio...
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...run. In 2000 Black and Decker Corporation was still reeling from the financial and strategic problems stemming from the company's acquisition of Emhart Corporation in 1989. In late 1998 Black & Decker management celebrated the completion of an almost decade-long effort to divest nonstrategic business gained through its 1989 acquisition of Emhart Corporation and expected the company to enter a long-awaited period of growth as its entire management refocused its attention on its core power tools, plumbing, and security hardware business. Archibald believed that "This portfolio restructuring will allow us to focus on core operations that can deliver dependable and superior operating and financial results." However the portfolio restructuring did little to improve the market performance of the company's securities. Yet Archibald and the management continued to express confidence that the company's streamline portfolio would allow Black & Decker to achieve revenue and earnings growth that the market would find impressive. So far the 1998 divestitures have not produced steady increases in the company's stock price, but look promising for the future due to the efforts to refocus efforts on the successful power tools line. Strategic planning team evaluation Over the years, Black & Decker has branched off into many different directions in order to gain as much market share as possible. The diversification program in the 1980s produced mixed results for shareholders, and later...
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...work and needs to plan accordingly. One main question that is always a difficult one to answer is how long one needs to work before they can comfortably stop working and rely on their financial portfolio to take care of expenses after work. In order to analyze these questions, a deterministic model of an investment portfolio was created and stochastic modeling was used to determine the likelihood of being able to accumulate the necessary finances over the desired period of time. Quantitative Analysis: 1. Using the given deterministic model, the annual outflows were estimated from the retirement portfolio over the retirement years and the estimated return on the account was also calculated. It was determined that under these basic assumptions of salary and portfolio growth rate the portfolio could expect to grow to $452,900 within thirty years. However, this assumed a fixed salary growth rate of 5% as well as a 4% annual investment rate. Given the high rate of inflation and the projected expenses after retirement, it was calculated that if this money was to last for the retirement, then even pulling out $50,000 per year in expenses would cause the account to run out after just a few years. 2. Adjusting the annual rate to 8% from 4% had a major effect. Although the portfolio fell short of the one million dollar goal by only reaching $853,633, this was a major effect as it allows the individual the ability to pull $100,000 each year from this account and still sustain...
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...Kochman’s and Badarinathi’s mathematical case for upside deviation deals with portfolio upside deviations being divided by a market’s upside deviations to so show the resulting ratio and how it facilitates other tests for positive or negative skewness. The article discusses how CAPM is inappropriate for the evaluation of portfolios given that is not only assumed that the returns on distributions are symmetrical, but that the beta (performance and return-to-risk ratios) underestimates the risk of larger numbers of mutual funds. Kochman and Badarinathi needed to answer two questions; can upside deviation be the means for portfolio evaluations and can this be done by taking the upside deviation of portfolios and divide those figure by the upside deviation of the market? Kochman and Badarinathi believe that to make a case for upside deviation as a means for portfolio evaluations is to take the upside deviation of the portfolio(s) and dividing it by the market(s) upside deviation. This would result with a ratio that facilitates another test of positive or negative skewness. To test whether the ratio of portfolio-to-market upside deviations as a success, a test on fund returns would need to be conducted to ensure a meaningful difference between upside deviations, portfolios, and markets. The overall findings showed that the relationships between low betas and low upside volatility appeared to be weaker than the relationships between high betas and high upside volatility. In addition...
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...Rock, Paper, Scissors, and Other Investment Techniques (UOP) FIS 240 Week 5 DQs (UOP) FIS 240 Week 6 CheckPoint: So Many Businesses, So Little Money PART 1 OF 2 (UOP) FIS 240 Week 6 CheckPoint: So Many Businesses, So Little Money PART 2 OF 2 (UOP) FIS 240 Week 6 Assignment: Analyze This (UOP) FIS 240 Week 7 DQs (UOP) FIS 240 Week 7 CheckPoint: Income that Sticks PART 1 OF 2 (UOP) FIS 240 Week 7 CheckPoint: Income that Sticks PART 2 OF 2 (UOP) FIS 240 Week 8 CheckPoint: Lifetime Investment Matrix PART 1 OF 2 (UOP) FIS 240 Week 8 CheckPoint: Lifetime Investment Matrix PART 2 OF 2 (UOP) FIS 240 Week 8 Assignment: Living the Easy Life (UOP) FIS 240 Capstone Discussion Question (UOP) FIS 240 Final Project: Investment Policy and Portfolio Evaluation (UOP) ____________________________________________________ FIS 240 Week 1 CheckPoint: Is Time on My Side (UOP) For more course tutorials visit www.tutorialrank.com Resources: Appendix D and the Time Value of Money multimedia (enter into the Axia College student webpage first then copy and paste the link into the open browser) TUhttps://ecampus.phoenix.edu/secure/aapd/UBAM/Libraries/Flash/TVM.swfUT. Due Date: Day 5 [post to the Individual forum] Complete your responses to this week’s CheckPoint in Appendix D. Post the completed...
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...Hawkins J. Haas I think that social networks and E-Portfolio can’t be used together. The rezone I think this is that most social networks are just used for mindless fun. They are not used for the work place and are now use to post picture, and other thing that would distract from the assignment. They can be used for professional peruses but over all are not used in that way. I find that while one could out their resume on Facebook that would be a bad idea. E-Portfolios are used as a way to get a job presenting its self as a professional person able to work hard at the job. I think that if it was hooked up to a Facebook page of the person this would hurt them more than help them. The reason being that if you see that I spend 18 hours on Facebook I would lose to someone who isn’t on Facebook. This shows that linking the two would hurt most people more than help them. Finally I still think that the two can’t be linked however, I will say that given extreme conditions they can work together. For most of the world that use Social media to escape and vent their feeling this will cause a problem. Maybe one day the two will become one but for now they stay two different things. I think that they will never work as well as stated in the article. Two reasons are that one is a timewaster and most people will ignore it, and the other is to be taken 100% serenely. To review I think that the E-Portfolio is just too professional to mix with something like Facebook. In the future they...
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...PORTFOLIO CHECK SHEET/100 POINTS POSSIBLE The items listed on this page are worth a maximum of 74 points. Points will be deducted for each missing item. Items should appear in the order listed below. Required Artifacts ________ 3-ring notebook—organized into useable sections (2 points) ________ A title page with your name either on the outside of the portfolio or immediately inside (4 points). Do not add a date. ________ Resume and employment documentation (10 points) ________ A section for you to add documents/artifacts from your major. This section might be empty right now, but it should be there for future coursework. It should be labeled with the name of your major—not the word “Major.” (5 points) ________ Computer skills samples including Excel (5 points) word processing (5 points), PowerPoint (5 points) and any other software artifacts you might have. Note: word processing needs to be included in the computer section even if you have Word documents in other parts of your portfolio as well. Separate multiple pages of artifacts so each page is displayed for easy review* ________ Writing samples (10 points) Separate pages to display each page of your work.* (Must include two writing samples. These samples are intended to demonstrate writing ability, not word processing skills.) ________ Syllabus (plus any from previously taken courses)—put in a back section or pocket (no sleeves needed) (3 points) ________...
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...1. Do you think Mindy dresses appropriately for a professional interview? No, I do not think Mindy is dress appropriately for a professional interview. Mindy look like she is dress to go work at a tattoo shop with the piercings, and tattoos she have. I believe that Mindy’s dress is inappropriate for the medical facility because her hair is colored different bright colors, she has facial piercings, her clothes do not cover her body and undergarments are showing, she has on too much make up, she is wearing dangling earrings and bracelet, her tattoos are not covered up and she has on open toed shoes. Most employers have a standard for dress codes. If she is not breaking any of the dress codes, then nothing can be done to make her dress more professionally. The numbers I choose that would best fit her for a professional interview is 1, 2, and 1. 2. Does personal "style" detract from the medical facility's air of professionalism? Mindy’s personal “style” does detract from the facilities air of professionalism. She looks like she should be working in a tanning salon or a tattoo parlor, not a professional medical clinic. 3. What are your thoughts on how and why it is important to project a professional image at the interview? In order to project a professional image, one should follow the dress code established by the business. You should be polite and helpful in any situation presented to you. You should use tact when talking to others and be respectful of others opinions....
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...placed on a back burner and sometimes even forgotten completely. Empowerment is an important part of the human services profession and therefore the barriers that affect empowerment associated with human services need to be looked at and addressed. Barriers Associated with Empowerment Within human services empowerment is a key aspect of helping individuals seeking help. Human services professionals work with individuals in need of help that the individual is unable to achieve on his or her own. Where human service professionals have an array of information and guidance available to him or her, clients that seek out assistance from human services professionals do not. This is where empowerment begins to take shape and where human services individuals start encountering barriers in the attempts of empowerment. Barriers become present in many different shapes and forms when empowerment is concerned. One of the biggest barriers that a human service professional encounters in regards to empowerment is resistance. When human services professionals begin helping individuals the human service professional works on the individual’s self-esteem and empowers the individual to become independent. Many times this empowerment is met with resistance caused by the fear that an individual has with the change that will occur. This resistance can be a large barrier in the way of empowerment for the client and the human services...
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...Continuing Professional Development ent (CPD) is a growing area of interest. If we interpret the term ‘professional’ quite loosely, then we can include not just the traditional regulated professions such as medicine and law under this heading but also include management and similar fields of work. The requirement to continue to keep up to date has been the starting point for CPD. In medicine, for instance, there are new drugs and procedures appearing all the time. Doctors need to keep on top of this and therefore they need to continue to learn. Indeed the UK Government is proposing that General Practitioners will have to be revalidated every five years in order to maintain their licence to practice. However the emphasis on just knowledge learning has broadened over recent years. Now we find the pressure is for professionals to increase their skills and capabilities to cope with a changing world. ... Read More - Please log in or register to read this content. Membership is free. We see this area as clearly strategic as the best CPD is a process of continuing to learn in one’s professional arena for as long as one is employed in that profession. It cannot be just a short term, quick fix activity. However many professional bodies still see it in the latter terms. This is especially so when CPD means no more than attending some seminars or conferences in the year and ticking off boxes on the form you send to the professional body and then getting the OK for having done your CPD...
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...clinical nursing is no exception in this regard. Moreover, professional behaviors are the true manifestation of professional attitudes and hence the importance of professionalism in clinical nursing can not be over emphasized. Cambridge Dictionary defines professionalism as follows: “Having the type of job that is respected because it involves a high level of education and training” OR “Having the qualities that connect you with trained and skilled people, such as effectiveness, skill, organization, and seriousness of manner” (Cambridge Dictionary). Therefore it becomes crystal clear that adhering to defined rules, regulations and procedures is the utmost pre-requisite to professionalism because of which it holds paramount significance for all professions including clinical nursing. Without specific knowledge and skilled training pertinent to a field, the true essence of professionalism can not be materialized. Attributes of Professionalism: There are numerous vital elements of professionalism out of which following are some of the essential attributes of professionalism: 1. Specialized Knowledge: Specialized knowledge is the foremost characteristic of a professional. It highlights such professionals who endeavor hard to enhance and improve their skills through degrees and certifications that serve as the stepping stone for specialized knowledge (RNAO, 2007). 2. Competency: Another powerful characteristic of professionals is...
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...and deliver across every aspect and specialism of the profession. (Source: CIPD) It outlines what you need to know, what you need to do and how you need to do it. Covering 10 professional areas and 8 behaviours, set out in 4 bands of competence, which covers every level of the HR profession. Each professional area of the map has activities, knowledge and behaviours that are essential for an effective HR practitioner. The two professional areas at the core of the map are ‘Insights, strategy and solutions’ followed by ‘Leading HR. The remaining 8 are as follows; Organisation design, Organisation development, Resource and talent planning, Learning and development, Performance and reward, Employee engagement, Employee relations, Service delivery and information.’ The following 8 behaviours identify how professionals need to carry out their activities and make a contribution to organisational success; Curious, Decisive thinker, Skilled influencer, Personally credible, Collaborative, Driven to deliver, Courage to challenge and Role model. The 4 bands of the professional competence define the contribution that professionals make at every stage of the HR career. Band 1 at the start of a HR career, progressing to Band 2 and 3 through to Band 4 for the most senior leaders. The sequence in which the Professional Areas appear is significant; Insights, strategy and solutions is right at the heart of the map from where everything else stems from. This means developing actionable insights...
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...Professional Knowledge and Abilities Rachel Thomas GEN/200 April 11, 2010 Lisa Kempton The American Speech-Language-Hearing Association or ASHA is the professional, scientific and credentialing association for speech and language pathologists, audiologists, and speech, language, and hearing scientists in the United States and internationally. ASHA’s vision is to make effective communication, a human right, assessable, achievable for all. ASHA’s mission is to empower and support speech- language pathologist’s audiologists, and speech, language, hearing scientists by: Advocating on behalf of persons with communication and related disorders. Advancing communication science and promoting effective human communication. ASHA started in 1925 under the name national association of teachers of speech. The members of this group became interested in the field of speech correction and wanted to establish an organization to promote scientific, organized work in the field of speech correction. In December 1925 the national association of teachers of speech changed the name of the organization to American Academy of Speech Correction. Since then the organization has had many name changes, but in 1987 they changed the name to American Speech-Language-Hearing Association. The organization is still called American Speech-Language-Hearing Association. ASHA can contribute to my professional knowledge and abilities because on their website they have plenty of helpful information. A section...
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...The Map is based on extensive research with HR professionals in different organisations, at different levels and based all around the world. It is developed to create prioritized and situational HR strategies that can make a difference in HR. Professionals use the map in their own careers for a variety of reasons from seeking a promotion, learning about the profession, interview preparation, building a case for development and many more. The framework of the core skills, knowledge and behaviours that form the basis of HR. It is designed to help professionals become equipped with the appropriate skills needed for current practice and growth areas across HR. It sets out in a simple style what the HR professional, needs to know and do at every stage of their career. The map recognises that HR professionals can enter the HR profession from a wide range of backgrounds. The CIPD Profession Map contains three key elements. It includes ten professional areas, eight behaviours and are displayed in four bands. The ten professional areas. This element describes what activities you will need knowledge of and what activities you will need to do for each area of the human resource profession at the four bands of professional competence. The eight behaviours, this element describes the behaviours that are needed to carry out the HR activities. The behaviours are described across the four bands. The four bands are professional areas of competence from beginner to leadership...
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...government’s efforts to build a Knowledge Economy? I believe the occupation group of “Professionals” will drive the UAE Government’s effort to building a Knowledge Economy. The reason I believe Professionals are the ones driving this, is because I feel although knowledge and Training are provided by the Government on a continuous basis, there is a lack of professionalism in the individuals working for the UAE organizations. In addition, unfortunately whenever there is an existing project, outsourcing is always required especially when it comes to professional positions, therefore I feel the UAE’s focus must be on their nationals in order to promote this type of occupation group & avoid the dependence on expats. Although UAE is diversified due to the high levels of tourism, and would like their organizations to have the best quality professionals, they should not over-look their nationals who would most likely be willing to occupy higher level positions even in the Private sector. 2. Which major occupation group would you target to increase Emiratization and why? In my opinion, I would target the occupation group of Technicians and Associate Professionals due to the following reasons: * High number of outsourced candidates in the technical field. * Lack of UAE nationals who are considered skilled Technicians. * Constant need for the groups of Technicians and Associate professionals both in the Government and the Private sectors. UAE has reached a high level of technicality...
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