...RESIDENT ASSISTANT POSITION DESCRIPTION Department: Residence Services Division: Student Affairs Reports to: Residence Life Coordinators & Residence Life Team Leader ------------------------------------------------- Updated: December 2015 POSITION PURPOSE: The Resident Assistant provides leadership to their residence community in the areas of academic success and personal growth. KEY POSITION FUNCTIONS: 1. Community Development, Management & Support * Implement Community Development Expectations (i.e. floor/section meetings, weekly visits etc.) in accordance with the Residence Community Engagement Model (set out through Residence Life Staff training) * Orient students to the residence and campus community and support their transition needs * Foster a positive, friendly, inclusive atmosphere conducive to learning and facilitate the development of healthy, friendly relationships among residents * Recognize and refer students with mental, emotional, academic and physical concerns to other professionals on campus or within the community * Help students adjust to the realities of residing with a roommate, suite mates and floor mates and facilitate roommate mediations as necessary * Communicate your availability to students, teammates and Residence Life Coordinators * Be a visible presence in your community and embrace opportunities for meaningful and impromptu conversations with all residents and display flexible time management ...
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... | |Any Town, US 55555 | | | |Dear Mr. Smith: | | | |As a an experience staff RN with experience as an assistant nurse manager, I am seeking to secure a | |position working within St. Joseph's Medical Center providing care to a pre- and post-operative patients. | |For your review I have attachment my resume. | |With combined experience as a highly capable, dedicated and compassionate staff nurse and assistant nurse | |manager. I am regarded as a hardworking, energetic and personable nurse who creates a positive, environment| |for patients and staff....
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...nurses is: a. 25%. b. 40%. c. 50%. d. 60%. Answer: b EMPLOYMENT DEMAND 2. The percentage of all healthcare providers who are allied health professionals is: a. 25%. b. 40%. c. 50%. d. 60%. Answer: d EMPLOYMENT DEMAND 3. The increased demand for medical billers, medical office assistants, and medical coders can be attributed to: a. the growth of managed care. b. physician practices having more responsibility for filing claims. c. the need for additional staff to file claims and work to obtain timely payment. d. all of the above. Answer: d EMPLOYMENT DEMAND 4. All of the following changes were a result of managed care EXCEPT: a. physicians having to wait 30 days or longer for payment. b. physicians having more responsibility for filing claims. c. patients having to pay for services when rendered. d. physicians having to add to their staff. Answer: c EMPLOYMENT DEMAND 5. Before the 1970s, a physician’s practice would grow based on: a. advertising and referrals. b. managed care contracts. c. consultations. d. hospital affiliations. Answer: a EMPLOYMENT DEMAND 6. Before the 1970s, a solo practice included all of the following staff members EXCEPT: a. physician. b. nurse. c. certified medical biller. d. receptionist. Answer: c EMPLOYMENT DEMAND 7. Managed care is a system in which physicians contract to participate in a health insurance network and healthcare delivery is a. at the discretion of the physician. ...
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...influence two key stakeholders at Pyro Presentations. This business is a family owned, and operated fireworks display company based in Oregon. Due to a large number of senior staff members retiring and business expansion, it became prudent to promote junior staff members as well as develop new positions to be filled. This paper will propose a strategy to influence the key stakeholders following the Cohen-Bradford Model of Influence without Authority. Briefly describe a change effort that could be instituted at this organization. This may be an actual change effort that has previously occurred, one that is currently ongoing, or a fictitious one that you believe is appropriate for the organization. Besides the manager and assistance manager positions at Pyro Presentations, there are two general types of employees: the senior staff members and the junior staff members. The power structure hinged on this division of workers. This dichotomy in power worked for many years until the senior staff began retiring. The issue soon became apparent, that with all those once in power retiring, a new power base needed to be formally established amongst the junior staff. Clarifying goals and priorities is the second step in the influence model. The purpose, in this case, is promoting junior staff members and creating new positions to support the expanding business. Identify one or two key stakeholders you will attempt to influence. The first key stakeholder is Bill, the owner and manager of Pyro...
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...DEPARTMENTAL SALARY DETAILS 2014/15 TABLE OF CONTENTS Page Summary of Salary Details by Department 2014-15 .......................................................................1 Summary of Salary Details by Department 2013-14 .......................................................................2 Executive Council ............................................................................................................................3 Finance ...........................................................................................................................................14 Public Service Commission ...........................................................................................................21 Service Newfoundland and Labrador.............................................................................................23 Transportation and Works..............................................................................................................30 Legislature ......................................................................................................................................42 Advanced Education and Skills .....................................................................................................47 Environment and Conservation......................................................................................................52 Fisheries and Aquaculture.........................................................
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...Roles and Responsibilities Teaching Service Last updated 1 January 2015 ROLES AND RESPONSIBILITIES TEACHING SERVICE CONTENTS PAGE OVERVIEW 2 PRINCIPALS 2 ASSISTANT PRINCIPALS 2 LEADING TEACHERS 4 CLASSROOM TEACHERS 5 PARAPROFESSIONALS 7 EDUCATION SUPPORT CLASS 7 Roles and Responsibilities – Teaching Service Page 1 OVERVIEW The roles and responsibilities that can be expected of employees at the various classification levels, including the principal class, is set out below and incorporates Schedule 2 of the Victorian Government Schools Agreement 2013. PRINCIPALS The role of the principal is to lead and manage the planning, delivery, evaluation and improvement of the education of all students in a community through the strategic deployment of resources provided by the Department and the school community. A key component of this role is to increase the knowledge base of teachers within their school about student learning and quality teacher practice. At the same time, the principal, as executive officer of the school council, must ensure that adequate and appropriate advice is provided to the council on educational and other matters; that the decisions of the council are implemented; and that adequate support and resources are provided for the conduct of council meetings. Principals have a clear set of accountabilities, which distinguish their work from other employees in the Teaching Service and the education community and are set out in detail in the contract...
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...organization can than create a goal that will be successful for both the internal aspects and the external aspects of an organization. When creating a SWOT analysis a company also opens up opportunity to learn more about what is beneficial and what is not to the organization. Problem The organization that I currently work for provides care to individuals with Developmental Disabilities. The department is Support Services. There are currently seven services that we provide within the department. These services include 24 hour care in individual supported living environments within the community. We have non-24 hour that provides care to individuals who do not require constant staff supervision but are in need of the nursing services that we provide. The personal assistance service provides staff to individuals in their individual homes and assists them with daily in home living skill. Our community integration service...
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...Medical assistants perform administrative and clinical tasks to keep the offices of physicians, podiatrists, chiropractors, and other health practitioners running smoothly. The duties of medical assistants vary from office to office, depending on the location and size of the practice and the practitioner's specialty. In small practices, medical assistants usually do many different kinds of tasks, handling both administrative and clinical duties and reporting directly to an office manager, physician, or other health practitioner. Those in large practices tend to specialize in a particular area, under the supervision of department administrators. Medical assistants should not be confused with physician assistants, who examine, diagnose, and treat patients under the direct supervision of a physician (www.bls.gov). Some medical assistants may help doctors examine and treat patients. They may check the height, weight, temperature, and blood pressure of each patient. Assistants write down patients' medical histories and run simple laboratory tests. Sometimes they answer patients' questions about medicines and treatment at home. Assistants may also give injections, apply bandages, and take X-rays. Many assistants take electrocardiograms, which measure the electrical impulses of the heart. Medical assistants are sometimes in charge of buying and maintaining medical equipment and furniture for the doctor's office. They may also act as office managers. They plan the doctor's schedule...
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...Case Study on New Position: Operations Manager Parit Agrawal International American University MGT 510 Human Resource Management Louis Lopez & Rajiv Sharma January 12, 2015 Introduction The case is about an employee who has recently joined a job as the assistant manager in the marketing department of a company which specializes in providing marketing support for other companies. His working team comprises of 10 individuals who mainly work on site with the customers to provide better support and have a better understanding of their customers. Designing long-term strategies, managing the unit and growing the prospective is the main aim as the assistant manager, but he/she hasn’t been able to fully concentrate on these tasks as much of his/her time is spent on financial activities and other tasks which don’t fall into his working requirements. Review/Analysis of Case Analysis The requirement of an assistant manager in a marketing department is to manage the workforce and help form strategies and creative marketing plans for its clients. In the case the assistant manager hasn’t been able to take care of his/her core functions because he/she has been busy tracking the financial aspect of the employees along with the activity related to making travel arrangement and hotel reservation. Since he/she hasn’t been able to fulfill the core requirements, the manager has allowed him/her to open a new position in the department which will assist in the proper functioning of...
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...students will receive an Associate in Hospitality Management Program and upon completion of the three year program, the students will be granted a Diploma in Hospitality Management. Additional certification will be given each course when students pass the national skill certification given by the government. Level | Certificate/Diploma of Proficiency/Degree Title | Job Targets | First Year | Certificate in Food Service | Assistant Waiter, Waiter (Chef de Rang/Demi Chef de Rang), Hot Kitchen Assistant Cook, QSR Counter Personnel, Receptionist, Encoder | Second Year | Associate in Hospitality Management | Waiter, Hot Kitchen Cook, Bar Porter, Baker Helper, Storeroom Staff, Housekeeping Staff, Floral Arranger, Laundry and Linen Attendant, Cabin Crew, Menu Planner | Third Year | Diploma in Hospitality Management | Assistant Chef, Patissier, Entrepreneurs, Wine Waiter, Barista/Bartender, Front Office Agent, Reservation Clerk, Cost Controller, Room Attendant, Purchaser, Controller ,Reservations Assistant, PBX Operator, Valet, Concierge, Landscape Assistant, Front Office Clerk | Fourth Year | Bachelor Degree in Hospitality Management | Events Organizer, Entrepreneur, Facilities Designer, Instructor, Restaurant Supervisor/Manager, Shift Manager,...
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...Northern Ontario. It served a pub-fair lunch, dinner menu, beverages and alcohol; and was only open during the summers. Moreover, there were countless lakes, shops, restaurants, and golf courses throughout the area that attracts millions of tourists come to visit annually. Thus, increasing the customer services and quality are very important in tourist industry at this area, in order to meet the high expectation and retain the customers. According to the case, The Waterview used to have a high reputation among the tourists. However, there is a continuously decreasing on the services quality and customer satisfaction due to the multiple changes of ownership in recent years. In this case, the major issue is the workplace conflict between the assistant operations manager – Rebecca Boddington and Waterview supervisor – Michael Welland. There are four particular incidents that pointed out in the content. Frist incident is Rebecca didn’t consulted and notified Michael there is a change of arrangement of his job before the opening of the snack bar. Second incident is Rebecca didn’t raise and adjust Michael’s wages as much as she promises him before the employment. Third incident is Rebecca canceled Michael’s shifts on purpose. Forth incident is Rebecca didn’t take the responsibility as an operations manager to solving the computer issues. These incidents both indicate Michael has treated unfairly and Rebecca didn’t take the responsibility as an operations manager. Therefore, as a HR manager...
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...and induct staff Executive Summary This report is prepared to provide information on how to proceed with recruit, select and induct the administration assistant for Goodson Construction Company and at the moment we are developing our company structure. Because of that, the company require a new staff to assist the administration team. Specifically, this paper aims to explain the reason of the employment and provide information for recruitment, selection and induction of new employee. The major findings are as follows: Within the considering process of the recruitment there are some information used to help making the decision and choosing the right candidate for the new position. Those information include job analysis for the administration officers, personal description and suitable applicants for the position. Table of Contents Executive Summary i 1. Introduction 1 1.1 Background 1 1.2 Purpose of report 1 1.3 Scope 1 2. Findings 2 2.1 Determined the additional staff will require for the company 2 2.2 Job analysis 2 2.3 Position description 3 2.4 Personal description 3 2.5 List of the criteria that used to select the appropriate applicant 3 2.6 Suitable applicants for the position 4 3. Explanation of the responsible for interview process 5 3.1 How to make decision 5 3.2 List of records 5 4. Confirm the conditions of employees 6 4.1 Induction plan for the new staff 7 5....
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...The Case of the Under Cooked Chicken Abstract Prisons house thousands of prisoner; these inmates are to be clothed, feed and housed; but not feed under cooked food. The warden and assistant wardens are faced with a problem that could escalate out of control if it is not resolved. There is some information about the warden and the responsibilities the assistants are entrusted with. It explains what the leadership style means and defines the chosen style the team picked. Solutions are discussed and how the warden and assistants reached the end conclusion. The Case of the Under Cooked Chicken The correctional officers reported to the warden and the assistant wardens about the problems the inmates have in regards to chicken and other foods that are served to them. The inmate’s complaints stem from under cooked chicken; the food is bland and there are inmates who have dietary restrictions. It was also brought to the attention of the warden and the assistants that the kitchen staff is not co-operating with the issues at hand. Before these issues escalate into a full-blown problem; the warden and the assistants need to arrive at some solutions to prevent any riots or sit-ins. Background The leader (warden) and the team (assistants) are in charge of a medium to large close-security prison; they are responsible for maintaining the functions of the prison’s environment. Before proceeding to the democratic style meaning; it is important to first find out why this particular...
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...SECTION 1: Human resource management, Business environment and Human resource planning. LO1 a & b (26 marks). Question 1 With the support of relevant examples from the given case: Define personnel management and human resource management, and discuss TWO major differences between the two concepts. (6 marks) Analyze TWO potential external business environment challenges faced by Enterprise Rent-a-Car and their implications on the Company. (10 marks) Based on the challenges analyzed in Question 1b), above, suggest effective human resource planning process and methods, that can be used by Enterprise Rent-a-Car in determining the manpower needs for it’s international business expansion. Justify your answer with specific examples. (10 marks) Introduction This question will focus on defining and differentiating Personnel Management from HRM, it will also examine some technological and social challenges, as potential external business environment challenges faced by the company, and will discus an effective HR Planning process and method to address those challenges. a) Definitions and Differences Personnel Management: Is the administrative discipline which mainly works around Industrial/ Employee/ Labour Relations and activities connected with grievance handling, negotiations, enforcement of labour statute, looking after welfare of employees and so on. Human Resource Management: The process of hiring and developing employees so that they become...
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...Sports Day – Staff Responsibilities |Event/Duty |Lead Staff |Assistant |Assistant | |Start Pistol |Ben Wright | | | |Finish Line |All pastoral team |Laura Oliver | | |Score box |Andrew Comley |Jon Wilson | | |Announcement System |Dionne Cambell |Karen Chamberlain | | |Lunches |Edna |Su Wardrop | | | | | | | |Discus |Ian Clarke |Kate Thorner | | |Javelin |Neil Thompson |Mr Evans | | |Shot Putt |Bashir Alimi |Mr Scott | | |Long Jump |Mr Gladman |Lovella |Jordan Spreadbury | |High Jump ...
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