...C/Senior Airman Frances Law Commander Captain Paul Vella Civil Air Patrol ~ Lt. Vincent R. Capodanno Composite Squadron 5 February 2013 The Cadet Staff Sergeant rank is the last obtainable rank in Phase I and the first rank of a Cadet Non-Commissioned Officers. Behind this rank follows a long period of practice of the four core values in Civil Air Patrol. Drills and ceremonies along with the foundations of military courtesies and customs play a major role in demonstrating the readiness of achieving this rank. Displaying the warrior spirit is crucial as well as understanding the uniform and exhibiting forms of leadership. This rank of C/SSgt is earned through hard work and is not simply given to any cadet who displays standardized abstracts of the requirements of the rank. This rank is given to the cadet who flaunts exempt leadership and depicts and ideal leader. The four core values of Civil Air Patrol, integrity, volunteer service, excellence in all we do, and respect, are the basic qualities in which CAP expects all members to display at all times. They are to be executed through each member’s lives by self awareness, self discipline, and attitude. Drill and ceremonies is, in short, is performance of military customs and courtesies. Drill requires attention to detail and measures a cadet's sense of self-discipline. Drill and ceremonies help build onto military courtesies and customs. It is important to maintain and build on expressions of politeness and mutual respect...
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...meeting to agree on where to go on the company business retreat (Melbourne, Noosa or Fiji) b) A meeting to develop a fire evacuation plan and procedure for the simulated business c) A meeting to agree on a cleaning procedure for the simulated business. Remember, you only need to choose ONE of the above options in order to complete the assessment tasks. If you choose to use a simulated workplace, you will need to create all necessary details yourself when completing the tasks. Complete the workplace outline below. Name of business | Freedom Fuels | Description of business | Petrol station and café and convenience store | Number of employees in your workplace (approximate) | 10 | Meeting (page 5) Meeting name | Staff Meeting | Meeting purpose | To discuss the run out of the new Chicken Salad Wrap to be made in the café and to...
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...The Best HR Department Project Lauren Secko Human Resource Management SNHU 71 Aiken Street, Unit H6 Norwalk, CT 06851 Telephone: 203.550.8114 Email: lsecko@newcanaanymca.org Instructor: Dr. Bonnie Nelsen Executive Summary The best HR departments are ones that bring out the best in the team that they are working with. This is done through asking for and being open to feedback from those that you are representing. There are many components that go into this process, and one is no more important than the next. It is all of them together that brings forth an innovative and inclusive HR department that is there to service each and every staff member that is hired. From training and development, to retention and top talent recruitment, HR departments need to understand what is important to their staff and how they can make that team feel engaged and valued. When one is able to perfect that, they can then formulate a department and company that is working towards a common mission and goal. I hope to address this process through my paper that follows. The Best HR Department The best HR departments are ones that are able to attract and help to retain top talent. These departments help their employees feel valued as more than just a number or a tool to make their company better. Instead they make sure that employees know that who they are outside of work and what experiences they bring to the table every day, are valued and received. HR should be a place...
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...reside at the downtown Women’s Residential Program. Public Service Consulting worked with the YWCA to help raise funds and build support for both projects. PSC helped develop the fundraising strategy and wrote grants for capital investment to build the Family Center. We also helped organize and facilitate the Neighborhood Advisory Council to build support for the project and work through community issues. PSC developed a staff training plan and coordinated training for more than 50 staff members prior to the facility opening in October of 2005. At the downtown Women’s Residential Program, PSC worked with YWCA administrators to research and develop a successful three-year funding proposal that greatly expands supportive services and facilities for women in the program. Prior to the expansion, staff offices and program locations were spread out over seven floors, with staff available mostly on weekdays during office hours. Now services are consolidated on one floor with a friendly, convenient “drop-in” center approach for residents. Supportive service staff are available around-the-clock to help residents achieve their goals, and to improve building safety and security. PSC continues to work with the Resident Council to refine the new program design, and coordinates meetings of the peer recovery program in partnership with the Commons at Grant and YMCA supportive housing...
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...The Universal Language Matthew Murphy ENG 111 Introduction to Composition Spring 2014 The Universal Language My journey began with a telephone call. This was before everyone had a cell phone. The house phone rang in my parent’s kitchen. I was a junior in high school, hadn’t travelled much yet, wanted to get out and experience the country. When I picked up the phone a voice that I didn’t recognize asked for me. All that I could think was “Damn, another recruiter.” As it turns out I was correct, just not in the way I thought. The voice on the phone introduced himself as Nic Simons of the Troopers Drum and Bugle Corps. Now I had head of the Troopers, My primary musical influence had performed with them and treasured the experience. Nic offered me a position with the Troopers playing something called a contrabass bugle; all I had to do was get to Casper Wyoming, in three days with $500. The deal sounded like winning the lottery with a kicker of performing live! Of course I was in. When I arrived in Casper, having scraped together the last of my savings I didn’t know what to expect. My folks dropped me off at the Corps office, which was connected to a bingo hall, the smell of cigarette smoke pervasive, as if it would invade everything and there was no stopping it. After my parents signed paperwork giving their official permission to leave for the summer ad travel around the country with a group of people they had never met, we said a short goodbye that had my mom in...
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...Brown Wholesale-Internal Investigation Report Brown Wholesale 123 Main Street Duluth, Georgia March 09, 2014 Examiner: (your name) (Technical Specialist, AAA Computer Forensics) Internal Investigation Team: (Your Name) (Technical Specialist, AAA Computer Forensics), Sean Allen (IT Manager, AAA Computer) Requester: James Brown of Brown Wholesale Offense: Intellectual Property Theft CONCLUSION This investigation concluded that Jim Black, Sales Manager of Brown Wholesale obtained unauthorized access to privileged files containing the intellectual property of Brown Wholesale, and transferred them via e-mail to an unauthorized third party. FINDINGS The analysis of the server and laptop computer resulted in 154 files and 14 log entries of evidentiary interest. Files were examined using standard internal investigation procedures. • Investigation started: March 07, 2014 • Investigation completed: March 9, 2014 • Investigation hours: 24 hours • Operating systems examined: Thumb drive, Windows® XP SP 3 • File system: NTFS • Amount of data analyzed: 120,000 MB Evidence Description Item 1: One Western Digital Thumb Drive Serial Number A1111-11-111-1111. Actions taken: |Date / time |Action | |March 08, 2014 16:30 |Retrieved original server from server room. Acquired data from the server | | ...
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...Managing Staff Adrienne Molett HCA/270 November 27, 2011 Axia College Managing Staff Annualizing staff is one way that health care facilities can monitor hours needed to provide care for patients. In this paper, I will be discussing how the costs are tied into staffing, the differences between annualized and scheduled-position methods. I will also talk about the reason to annualize the staff and what benefits of recording productive and nonproductive time. I will then provide a conclusion to summarize everything I have discussed. Managers in health care facilities are responsible for making sure the positions are fully covered at all times, especially if the facilities is opened 24 hours a day, seven days a week. There is one way the manager can monitor how the hours are distributed. The manager is given the cost for the month and this is when the manager must tie the cost into the actual staffing. The manager must look at how many hours it will take and find out based on the actual employee on how many nonproductive days they have to be able to equally distribute the hours for the week. Managers must know the difference between the annualized method and the scheduled-position method in order to schedule the hours correctly. These methods can vary depending upon the facility, so it is vital to know which method the facility uses. The annualized method is when the manager must include the employees’ unproductive days with their productive days to know what the exact...
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...Changes in Staff Behavior CERTIFICATE OF ORIGINALITY: I certify that the attached paper is my original work. I affirm that any section of the paper which has been submitted previously is attributed and cited as such, and that this paper has not been submitted by anyone else. I confirm that I have cited all sources from which I used language, ideas, and information, whether quoted verbatim or paraphrased. Any assistance I received while producing this paper has been acknowledged in the References section. I have obtained written permission or have included a release from the copyright holder for any trademarked material, logos, images from the Internet, or other sources. I further agree that my name typed on the line below is intended to have, and shall have, the same validity as my handwritten signature. Changes in Staff Behavior As a human services manager, encountering various types of individuals will happen in the professional life. These individuals will not only be the client but also workers as well. There may be times when an employee displays behavior unacceptable in the specific career of choice. Behaviors as a result of chemical dependency are one of those performance issues that need immediate action. Drug abusers try to conceal and deny their problem. Human service managers must be aware of the warning signs and be able to address the issue because a chemical dependent worker may display inappropriate behaviors that can lead to his or her personal appearance...
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...Preparing ... Sales Staff to Promote Repackages Lines of Coppertone Introduction This essay will outline how ... (...) can successfully prepare its sales staff to promote repackaged lines of its Coppertone products. The identification of ...’s business strategy and the general training implications that result, has provided a general framework for the discussion of designing, developing and evaluating of an effective training session for the staff. 1.1 Business Strategy and Training Implications ... has decided to increase its product line by developing pocket-sized sticks and sprays of sunblock after conducting market research indicated that consumers were looking for a daily sunblock product. Managers have reasoned that ...’s that this move will result in a significant market expansion. ... is currently adopting an internal growth strategic direction. Organisational objectives outlined above, point toward an internal growth strategic direction. Firstly as ... wishes to increase product lines and expand its market, this points to a focus on product and market development as well as the marketing of an existing product. Innovation is achieved through the modifying the size of its existing sunblock for the convenience of consumers. In order for the sales force to be prepared to promote the new lines, this strategy has several training implications (Noe 2010). Market research has revealed an increased awareness of the dangers of sunburn. A fundamental element of this strategy...
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...Managing Staff June 16, 2013 HCA/270 Financial Matters For Health Care Professionals Managing Staff Healthcare services administration has several roles in a facility, which depends of course on the type of facility and the size of medical facility. Overall administrators supervise, plan, and organize all decisions made within the facility. This also includes taking responsibility in staff members’ duties. Managers are also in charge of finance, accounting, marketing, policy, budgeting, and most important human resources. How are costs tied to staffing? Obtaining control of labor staff cost in a medical facility is not as simple as saying the sky is blue. This task takes lots of consideration. There would always be patient volume, once again depending on what type of practice it is, staffing calculations are actions used to calculate coverage all periods of times. Since some medical staff members work all day this means shifts would change every eight to twelve hours. The method is a basic 40 hour work week. That’s saying if someone is working twelve hour shifts they would work three in half days which would add up to 40 hours a week. Or if its eight hours shift they would work five days a week. Why annualize staffing? Annualizing is important because employees work hard and deserves their time off such as vacation time, also if due to an emergency an employee could...
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...Staffing Handbook Sierra, Vicki DeVry University Strategic Staffing Professor: Michelle Preiksaitis April 18, 2015 Table of Content Cover Page Page1 Table of content Page 2 Introduction Page 3 Strategic Planning Page 3 Job Analysis Page 3-4 Example of job analysis Page 4 Posting a job position Page 4-5 Job posting example Page 5 Interview Process Page 6 Example of non-genetic and legally acceptable interview questions Page 6-7 Pre-employment testing and assessment Page 7 Three additional staffing elements Page 7-8 Employee Handbook Set Forth Expectations Page 8 Employee Handbook Protect Employers Page 8-9 Conclusion Page 9 ...
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...Managing Staff Donald Musgrave HCA/270 Financial Matters For Health Care Professionals January 29, 2014 Kevin Scheponik Managing Staff Managing staff can be very challenging, understand the cost of productive and nonproductive work may be as important as any other cost the company may have to plan. Knowing the cost tied to staffing can help a manager to see the labor burden that is present in the current budget. Having choices in using annualized or scheduled-position methods are important steps to plan for future cost and recording the benefits of both will bring the health care manager budgeting options for the organization. The cost of staffing is a burden that healthcare managers have to plan for in order to provide a profitable service delivery system. The hours that an employee works as well as the rate of pay are the main ingredients of the health care managers concerns when it relates to staffing and budgets abilities (Feldman, 2013). Defining the productive work hours from the nonproductive work hours is not a difficult task; it is the ability to understand how nonproductive hours need to accounted for within the budgeting process. The differences that separate the annualized method and the scheduled-position method for a healthcare manager start with an understanding of how to stabilize the cost of labor within the organization. With the annualized method, a manager can plan for the cost of each employee concerning his or her hourly salaries, vacation...
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...owners of Staff One attempted a few short term adjustments to pull in the reign on the accounting of the business as well as other aspects of the business of staffing. In the past they trusted the office manager to pay the bills, deposit the checks and pay the employees. They expected her to be truthful when questioned about specifics. They expected the information regarding payments and bank account balances shown to them to be accurate. Never in their wildest dreams would they have thought that payments made to the IRS would be deleted, bank statements were falsified or that a second set of QuickBooks would have been downloaded on the computer. Technological Improvement Many long term changes need to be implemented at Staff One but a good start is with a system that schedules employees, houses client and employee information as well as timekeeping information. A scheduling system more inclusive of the system used in the past is what is needed. A system that has the ability to involve clients, employees, managers and the owners of the company. A system that gives both ‘front office’ and ‘back office’ access. The system must also be used to as much of its capacity as possible. It is time for Staff One to learn to rely on outsourcing providers with extensive experience in dealing with Information Systems and Technology. (Pearlson & Saunders 2013) There is a system available that would meet the needs of Staff One, it is...
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...crab meat and sautéed onions and bell peppers. These delicious crab cakes will have your mouth melting for more. Fezzo’s also has a variety of salads such as, the chef salad, the grilled or fried shrimp salad, and the grilled or fried seafood salad which one can add the fresh crabmeat on top of the salad if you would like. One can also try their famous, homemade bread pudding. This mouth-drooling desert is loved by many people who come to the restaurant. This might just make you melt with how hot and this desert is. The delicious food is not always what people keep coming back for. A lot of people come for the wonderful service. The waiters and waitresses always have a smile on their face. They always seem to enjoy their jobs. The wait staff is very happy and cheerful. If one has...
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...Staff Training ------------------------------------------------- NEGLECTED ELEMENT OF THE RISK MANAGEMENT EQUATION By Melanie Lockwood Herman Nonprofit leaders are quick to rank staff training as an important goal in the workplace. During discussions with funders and other external stakeholders many managers tout the commitment of their organizations to provide inservice training to paid and volunteer personnel. Yet the commitment to training may waiver when grant dollars or fees for services are on a downhill slope. Designing Your Training The questions below were created to guide you through the process of designing training for your organization. * What are your organization's usual practices for staff training? Many organizations have on-going staff training programs. Your risk management training should be incorporated into other existing organizational training practices. * Who will do the training? Selection of instructors will influence the nature of your training program. Training might be delivered by a staff member, outside consultant, or in some cases a law enforcement officer or other government official (e.g., child protective services worker). * How will the training be delivered? Will individuals undertake training individually or in a group session? Must participants gather in a single location or can they be trained from remote locations? A growing number of organizations are choosing online and video-based training programs to ensure consistency...
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