WALK THE TALK 360º Profile. Chris Sample

Size: px
Start display at page:

Download "WALK THE TALK 360º Profile. Chris Sample"

Transcription

1

2 Chris Sample Feedback Providers Total including self: 12 Group A: 6 People who directly or indirectly report to you Group B: 4 Your Colleagues, Peers, and/or Customers Group C: 1 Your Supervisor Self: 1 Groups A, B and C are normally defined as above. You may have made a different selection of providers when you sent your feedback invitations. Table of Contents HI-LO ANALYSIS GROUP ANALYSIS GAP ANALYSIS Profile Summary Statistical Analysis Comments by Feedback Providers 20 18

3 HI/LO ANALYSIS UNDERSTANDING THIS REPORT The HI/LO Analysis provides your first look at your consolidated feedback results. It gives the average scores from the Total Group (Direct Reports, Peers, and your supervisor) and compares these figures against your self scores. The behaviors are ranked in order from the highest to lowest Total Group score. Your self scores have no bearing on the ranking. In the margin to the right of each set of bars you ll find two numbers labeled HI and LO. HI is the highest score you received for that behavior given by one or more of your Total Group feedback providers. LO is the lowest score you received for that behavior also given by one or more of your Total Group feedback providers. HOW TO INTERPRET AND USE THIS INFORMATION Use this report to identify significant differences between your self perception versus the perceptions of your Total Group feedback providers. Then, examine three or four behaviors for which you received the highest scores and three or four that produced the lowest scores. Check for similar characteristics within each of the groupings. For example, are they action-oriented behaviors? Do they address communication issues? Are they a reflection of interpersonal skills? Page - 3

4 HI/LO ANALYSIS Feedback Receiver Chris Sample TOTAL GROUP 19. APPLIES DISCIPLINE 10 5 SELF HI Score LO Score 18. ADDRESSES DEFICIENCIES ACCEPTS & MEETS RESPONSIBILITY SOLVES PROBLEMS COMMITTED TO SELF-DEVELOPMENT HANDLES AUTHORITY SUPPORTS ORGANIZATIONAL VALUES ORIENTED TO ACTION & RESULTS EMPOWERS OTHERS PERFORMS WITH INTEGRITY SUPPORTS RISK TAKING DISPLAYS TECHNICAL KNOWLEDGE EXPECTS TOP PERFORMANCE DEVELOPMENT NEEDED DEVELOPMENTAL OPPORTUNITY FULLY ACCEPTABLE EXCEPTIONAL EXTRAORDINARY Page - 4

5 HI/LO ANALYSIS Feedback Receiver Chris Sample TOTAL GROUP 7. MAKES DECISIONS 10 4 SELF HI Score LO Score 26. ENHANCES WORK ENVIRONMENT SUPPORTS TEAMWORK COMMUNICATES COMMITTED TO QUALITY & CONTINUOUS IMPROVEMENT DEMONSTRATES FLEXIBILITY CUSTOMER DRIVEN SOLICITS AND APPLIES FEEDBACK DISPLAYS RESILIENCE APPLIES RULES & POLICIES COACHES OTHERS PROVIDES RECOGNITION RESOLVES DISPUTES DEVELOPMENT NEEDED DEVELOPMENTAL OPPORTUNITY FULLY ACCEPTABLE EXCEPTIONAL EXTRAORDINARY Page - 5

6 HI/LO ANALYSIS Feedback Receiver Chris Sample TOTAL GROUP 12. MANAGES THROUGH CRISIS 9 2 SELF HI Score LO Score 36. LISTENS INFORMS OTHERS SHOWS CONCERN FOR OTHERS DISPLAYS ENTHUSIASM SEES "THE BIG PICTURE" MANAGES MEETINGS PROVIDES FEEDBACK MANAGES TIME MINIMIZES OBSTACLES DEVELOPMENT NEEDED DEVELOPMENTAL OPPORTUNITY FULLY ACCEPTABLE EXCEPTIONAL EXTRAORDINARY Page - 6

7 GROUP ANALYSIS UNDERSTANDING THIS REPORT The GROUP ANALYSIS offers an opportunity for more in-depth review of your consolidated feedback results. Average scores from your direct reports, peers, and your supervisor are shown separately. The 360 behaviors are listed from the highest to the lowest Total Group scores that you received. The Total Group score is the average of all provider scores. Your self score is also shown for comparison purposes. HOW TO INTERPRET AND USE THIS INFORMATION Use this report to analyze and compare specific feedback given by all groups. Examine overall differences between the groups. Does one group score you consistently higher or lower than the other group? Is there a slight or significant difference in the way you are perceived by the two groups? Compare the group scores to your self scores. Does one group rate you significantly higher or lower than you see yourself? Is one typically higher while the other is lower? Page - 7

8 GROUP ANALYSIS Feedback Receiver Chris Sample DIRECT REPORTS PEERS SUPERVISOR TOTAL GROUP SELF 19. APPLIES DISCIPLINE 18. ADDRESSES DEFICIENCIES 22. ACCEPTS & MEETS RESPONSIBILITY 8. SOLVES PROBLEMS 6. COMMITTED TO SELF-DEVELOPMENT 23. HANDLES AUTHORITY DEVELOPMENT NEEDED DEVELOPMENTAL OPPORTUNITY FULLY ACCEPTABLE EXCEPTIONAL EXTRAORDINARY Page - 8

9 GROUP ANALYSIS Feedback Receiver Chris Sample DIRECT REPORTS PEERS SUPERVISOR TOTAL GROUP SELF 21. SUPPORTS ORGANIZATIONAL VALUES 2. ORIENTED TO ACTION & RESULTS 24. EMPOWERS OTHERS 20. PERFORMS WITH INTEGRITY 10. SUPPORTS RISK TAKING 1. DISPLAYS TECHNICAL KNOWLEDGE DEVELOPMENT NEEDED DEVELOPMENTAL OPPORTUNITY FULLY ACCEPTABLE EXCEPTIONAL EXTRAORDINARY Page - 9

10 GROUP ANALYSIS Feedback Receiver Chris Sample DIRECT REPORTS PEERS SUPERVISOR TOTAL GROUP SELF 3. EXPECTS TOP PERFORMANCE 7. MAKES DECISIONS 26. ENHANCES WORK ENVIRONMENT 25. SUPPORTS TEAMWORK 34. COMMUNICATES 4. COMMITTED TO QUALITY & CONTINUOUS IMPROVEMENT DEVELOPMENT NEEDED DEVELOPMENTAL OPPORTUNITY FULLY ACCEPTABLE EXCEPTIONAL EXTRAORDINARY Page - 10

11 GROUP ANALYSIS Feedback Receiver Chris Sample DIRECT REPORTS PEERS SUPERVISOR TOTAL GROUP SELF 9. DEMONSTRATES FLEXIBILITY 5. CUSTOMER DRIVEN 31. SOLICITS AND APPLIES FEEDBACK 29. DISPLAYS RESILIENCE 17. APPLIES RULES & POLICIES 14. COACHES OTHERS DEVELOPMENT NEEDED DEVELOPMENTAL OPPORTUNITY FULLY ACCEPTABLE EXCEPTIONAL EXTRAORDINARY Page - 11

12 GROUP ANALYSIS Feedback Receiver Chris Sample DIRECT REPORTS PEERS SUPERVISOR TOTAL GROUP SELF 13. PROVIDES RECOGNITION 11. RESOLVES DISPUTES 12. MANAGES THROUGH CRISIS 36. LISTENS 35. INFORMS OTHERS 30. SHOWS CONCERN FOR OTHERS DEVELOPMENT NEEDED DEVELOPMENTAL OPPORTUNITY FULLY ACCEPTABLE EXCEPTIONAL EXTRAORDINARY Page - 12

13 GROUP ANALYSIS Feedback Receiver Chris Sample DIRECT REPORTS PEERS SUPERVISOR TOTAL GROUP SELF 28. DISPLAYS ENTHUSIASM 27. SEES "THE BIG PICTURE" 33. MANAGES MEETINGS 16. PROVIDES FEEDBACK 32. MANAGES TIME 15. MINIMIZES OBSTACLES DEVELOPMENT NEEDED DEVELOPMENTAL OPPORTUNITY FULLY ACCEPTABLE EXCEPTIONAL EXTRAORDINARY Page - 13

14 GAP ANALYSIS UNDERSTANDING THIS REPORT The GAP ANALYSIS focuses specifically on the differences (gaps) between your Total Group scores versus your self scores. The 360 behaviors are listed in order from the largest negative gap (where your Total Group feedback providers scored you lower than you scored yourself) to the largest positive gap (where the Total Group scored you higher than you scored yourself). The center line on each page represents your self score. Bars to the left of the center line show negative gaps and bars to the right of the center line show positive gaps. The number next to each bar indicates the point value of the difference as it relates to the feedback scale used on the Profile Instrument. (Example: indicates the Total Group scored you two and one-half points lower on the scale than you scored yourself.) Behaviors that show no bars and have a numeric value of 0.00 indicate that the Total Group scores and self scores were the same. HOW TO INTERPRET AND USE THIS INFORMATION This report highlights the areas where the largest differences in perception exist. Analyze the information presented here for patterns. In which behaviors did you typically score yourself higher or lower than others scored you? Pay attention not only to the number of gaps that were higher or lower, but also the size of the gaps. A large gap, whether positive or negative, suggests that your attention to this behavior may be disproportionate to your actual needs. For example, if you scored your performance significantly higher than the group scored it, you may be overlooking needed development in a specific area. Conversely, if you scored yourself much lower than the group, you may discover an unrecognized strength. It s important to understand that underutilizing strengths can be equally as damaging as overlooking developmental opportunities. Page - 14

15 GAP ANALYSIS Feedback Receiver Chris Sample 34. COMMUNICATES 20. PERFORMS WITH INTEGRITY 18. ADDRESSES DEFICIENCIES 8. SOLVES PROBLEMS 5. CUSTOMER DRIVEN 2. ORIENTED TO ACTION & RESULTS 21. SUPPORTS ORGANIZATIONAL VALUES 6. COMMITTED TO SELF-DEVELOPMENT 23. HANDLES AUTHORITY 27. SEES "THE BIG PICTURE" 28. DISPLAYS ENTHUSIASM 35. INFORMS OTHERS 36. LISTENS 13. PROVIDES RECOGNITION 14. COACHES OTHERS 17. APPLIES RULES & POLICIES 22. ACCEPTS & MEETS RESPONSIBILITY 29. DISPLAYS RESILIENCE Total Group perceived me lower Self Perception Page - 15 Total Group perceived me higher

16 GAP ANALYSIS Feedback Receiver Chris Sample 19. APPLIES DISCIPLINE 25. SUPPORTS TEAMWORK 26. ENHANCES WORK ENVIRONMENT 3. EXPECTS TOP PERFORMANCE 15. MINIMIZES OBSTACLES 32. MANAGES TIME 24. EMPOWERS OTHERS 16. PROVIDES FEEDBACK 33. MANAGES MEETINGS 12. MANAGES THROUGH CRISIS 31. SOLICITS AND APPLIES FEEDBACK 9. DEMONSTRATES FLEXIBILITY 4. COMMITTED TO QUALITY & CONTINUOUS IMPROVEMENT 7. MAKES DECISIONS 1. DISPLAYS TECHNICAL KNOWLEDGE 30. SHOWS CONCERN FOR OTHERS 11. RESOLVES DISPUTES 10. SUPPORTS RISK TAKING Total Group perceived me lower Self Perception Page - 16 Total Group perceived me higher

17 Highest Scores Question WALK THE TALK 360º Profile PROFILE SUMMARY Chris Sample Group Number of Providers Average Score Direct Reports Peers Supervisor Group Total Self Score 19. APPLIES DISCIPLINE ADDRESSES DEFICIENCIES ACCEPTS & MEETS RESPONSIBILITY SOLVES PROBLEMS COMMITTED TO SELF-DEVELOPMENT HANDLES AUTHORITY 7.5 Lowest Scores Question Score 15. MINIMIZES OBSTACLES MANAGES TIME MANAGES MEETINGS PROVIDES FEEDBACK LISTENS INFORMS OTHERS 6.5 I See Myself Higher Question 34. COMMUNICATES 20. PERFORMS WITH INTEGRITY 18. ADDRESSES DEFICIENCIES 8. SOLVES PROBLEMS 5. CUSTOMER DRIVEN 21. SUPPORTS ORGANIZATIONAL VALUES I See Myself Lower Question 10. SUPPORTS RISK TAKING 11. RESOLVES DISPUTES 30. SHOWS CONCERN FOR OTHERS 1. DISPLAYS TECHNICAL KNOWLEDGE 7. MAKES DECISIONS 4. COMMITTED TO QUALITY & CONTINUOUS IMPROVEMENT Difference Difference Largest Gap Between Group A and Group B Question 14. COACHES OTHERS 1. DISPLAYS TECHNICAL KNOWLEDGE 13. PROVIDES RECOGNITION 11. RESOLVES DISPUTES 12. MANAGES THROUGH CRISIS 2. ORIENTED TO ACTION & RESULTS Difference Page - 17

18 STATISTICAL ANALYSIS UNDERSTANDING THIS REPORT The STATISTICAL ANALYSIS provides the most definitive summary of your consolidated feedback results. Designed for the statistically-minded, this two page report allows in-depth examination of each behavioral characteristic in the 360º profile. The STATISTICAL ANALYSIS lists the behaviors in order from the highest to the lowest average scores given by your Total Group feedback providers. You will find a wealth of comparative data for each behavior. Use this report to further analyze specific areas of concern that you may wish to target for action. STATISTICAL ANALYSIS DEFINITIONS HI LO SS TGA A B C Gap T Gap A Gap B Gap C SD #Prov Highest score received from one or more feedback providers Lowest score received from one or more feedback providers Self score Total Group Average (average of all providers combined) Group A Average Scores (Direct Reports) Group B Average Scores (Peers) Group C Average Scores (Supervisor) Difference (GAP) Self score and Total Group Average Difference (GAP) Self score and Group A Average Score (Direct Reports) Difference (GAP) Self score and Group B Average Score (Peers) Difference (GAP) Self score and Group C Average Score (Supervisor) Standard Deviation of all provider scores, excluding self, for this behavior (the standard deviation is a measure of how spread out the data is; lower values represent greater similarity between individual provider scores) Total number of providers responding, excluding sel HOW TO INTERPRET AND USE THIS INFORMATION As mentioned above, this report is designed for the "statistically minded." We welcome you to review this information...but we encourage you to devote more time to application than extensive analysis. Page - 18

19 - STATISTICAL ANALYSIS for: Chris Sample Question HI LO SS TGA A B C GapT Gap A Gap B Gap C SD #Prov 1. DISPLAYS TECHNICAL KNOWLEDGE ORIENTED TO ACTION & RESULTS EXPECTS TOP PERFORMANCE COMMITTED TO QUALITY & CONTINUOUS IMPROVEMENT CUSTOMER DRIVEN COMMITTED TO SELF-DEVELOPMENT MAKES DECISIONS SOLVES PROBLEMS DEMONSTRATES FLEXIBILITY SUPPORTS RISK TAKING RESOLVES DISPUTES MANAGES THROUGH CRISIS PROVIDES RECOGNITION COACHES OTHERS MINIMIZES OBSTACLES PROVIDES FEEDBACK APPLIES RULES & POLICIES ADDRESSES DEFICIENCIES APPLIES DISCIPLINE PERFORMS WITH INTEGRITY SUPPORTS ORGANIZATIONAL VALUES 22. ACCEPTS & MEETS RESPONSIBILITY HANDLES AUTHORITY EMPOWERS OTHERS SUPPORTS TEAMWORK Page - 19

20 - STATISTICAL ANALYSIS for: Chris Sample Question HI LO SS TGA A B C GapT Gap A Gap B Gap C SD #Prov 26. ENHANCES WORK ENVIRONMENT SEES "THE BIG PICTURE" DISPLAYS ENTHUSIASM DISPLAYS RESILIENCE SHOWS CONCERN FOR OTHERS SOLICITS AND APPLIES FEEDBACK MANAGES TIME MANAGES MEETINGS COMMUNICATES INFORMS OTHERS LISTENS Page - 20

21 Comments by Feedback Providers Receiver: Chris Sample Following are comments made by feedback providers. These have been recorded verbatim. Please comment on Decision Making & Problem Solving for this person. Not only can I approach Chris when I need support with a solution or with an issue/concern I may be having, she always makes me comfortable coming to her! Chris addressed many "crisis" issues this past year. Hopefully there will be fewer of them this year which will enable less crisis management and more creative management Very level headed, good decision maker - always fair. Please comment on Performance Management for this person. In my opinion, Chris has made great progress in this area. She is a role model for others. Acknowleding "good work or performance" is an area I've seen improvement. Chris expects her staff to do their job and do it well and we know her expectations. She has gone out of her way to send notes, small gifts (like popcorn) flowers or gift certificates to staff that she felt have gone above and beyond. As a staff person - those gestures are much appreciated. Please comment on Technical Competence & Achievement Orientation for this person. She could spend a little more time understand the product line better! Technically, Chris has some shortcomings in product knowledge but makes up for this by surrounding herself with staff that knows it well. This past year has been one of assimilation. Chris should really hit her stride this year. She is a veteran director and is open and interested in new learnings. Chris is committed to top notch achievement - she expects a lot from her staff, but no more than she expects from herself. Chris does a great job regarding staff development and training. She has also made us a great "team" we work well together and have also learned how to "play together". Please comment on this persons Ethics & Leadership Orientation. One should not have to question their ethics when carrying out a task, and sometimes with Chris I feel this is not always the case. Chris has one of the strongest understanding of the mission. She is very aware of displaying it to everyone she works alongside. She has brought the "Big Picture" to many here! Chris has been a great addition to our team. She has handled several difficult issues with poise and calm leadership. Page - 21

22 Following are comments made by feedback providers. These have been recorded verbatim. Chris is truly a great leader and she believes in the mission of the company and the work that we do. She does a good job empowering staff to make decisions, and has done her best to increase moral of staff. Please comment on this persons Interpersonal & Communication Skills. I think the position that Chris has been elvated to has affected her face to face contact with her staff, however, I feel that she has done an excellent job at continuing to be a resource and a great ear to all she supervises. Sometimes information is discussed that may be of a personal issue that is not needed to be known, that's how gossip is started if discussed by the wrong indivual or group of people. Time management is key with Chris and she handles it very carefully, she has good teams in place at each center that she oversees. Chris is a skilled communicator. Dealing face to face on important topics rather than . At times Chris may ask your opinion, but she's already made up her mind. Regarding priorities, I feel she forgets to take into consideration priorities we might have within our department. Her priorities and deadlines is what matters. Page - 22

LEADERSHIP AND COMMUNICATION SKILLS

LEADERSHIP AND COMMUNICATION SKILLS LEADERSHIP AND COMMUNICATION SKILLS DEGREE: BACHELOR IN BUSINESS ADMINISTRATION DEGREE COURSE YEAR: 1 ST 1º SEMESTER 2º SEMESTER CATEGORY: BASIC COMPULSORY OPTIONAL NO. OF CREDITS (ECTS): 3 LANGUAGE: ENGLISH

More information

Strategic Practice: Career Practitioner Case Study

Strategic Practice: Career Practitioner Case Study Strategic Practice: Career Practitioner Case Study heidi Lund 1 Interpersonal conflict has one of the most negative impacts on today s workplaces. It reduces productivity, increases gossip, and I believe

More information

What to Do When Conflict Happens

What to Do When Conflict Happens PREVIEW GUIDE What to Do When Conflict Happens Table of Contents: Sample Pages from Leader s Guide and Workbook..pgs. 2-15 Program Information and Pricing.. pgs. 16-17 BACKGROUND INTRODUCTION Workplace

More information

Dale Carnegie Final Results Package. For. Dale Carnegie Course DC218 Graduated 6/19/13

Dale Carnegie Final Results Package. For. Dale Carnegie Course DC218 Graduated 6/19/13 Dale Carnegie Final Results Package For Dale Carnegie Course DC218 Graduated 6/19/13 Final Assessment Not Anonymous Conducted June 2013 Participants rated themselves in the following categories (On a scale

More information

TRI-STATE CONSORTIUM Wappingers CENTRAL SCHOOL DISTRICT

TRI-STATE CONSORTIUM Wappingers CENTRAL SCHOOL DISTRICT TRI-STATE CONSORTIUM Wappingers CENTRAL SCHOOL DISTRICT Consultancy Special Education: January 11-12, 2016 Table of Contents District Visit Information 3 Narrative 4 Thoughts in Response to the Questions

More information

Lincoln School Kathmandu, Nepal

Lincoln School Kathmandu, Nepal ISS Administrative Searches is pleased to announce Lincoln School Kathmandu, Nepal Seeks Elementary Principal Application Deadline: October 30, 2017 Visit the ISS Administrative Searches webpage to view

More information

IUPUI Office of Student Conduct Disciplinary Procedures for Alleged Violations of Personal Misconduct

IUPUI Office of Student Conduct Disciplinary Procedures for Alleged Violations of Personal Misconduct IUPUI Office of Student Conduct Disciplinary Procedures for Alleged Violations of Personal Misconduct Preamble IUPUI disciplinary procedures determine responsibility and appropriate consequences for violations

More information

National Survey of Student Engagement at UND Highlights for Students. Sue Erickson Carmen Williams Office of Institutional Research April 19, 2012

National Survey of Student Engagement at UND Highlights for Students. Sue Erickson Carmen Williams Office of Institutional Research April 19, 2012 National Survey of Student Engagement at Highlights for Students Sue Erickson Carmen Williams Office of Institutional Research April 19, 2012 April 19, 2012 Table of Contents NSSE At... 1 NSSE Benchmarks...

More information

Experience Corps. Mentor Toolkit

Experience Corps. Mentor Toolkit Experience Corps Mentor Toolkit 2 AARP Foundation Experience Corps Mentor Toolkit June 2015 Christian Rummell Ed. D., Senior Researcher, AIR 3 4 Contents Introduction and Overview...6 Tool 1: Definitions...8

More information

2017 Guide to Applying for Wisconsin 4-H & Youth Conference

2017 Guide to Applying for Wisconsin 4-H & Youth Conference DOOR COUNTY EXTENSION OFFICE County Government Center 421 Nebraska Street Sturgeon Bay, WI 54235 (920) 746-2260 FAX (920) 746-2531 2017 Guide to Applying for Wisconsin 4-H & Youth Conference All materials

More information

WORK OF LEADERS GROUP REPORT

WORK OF LEADERS GROUP REPORT WORK OF LEADERS GROUP REPORT ASSESSMENT TO ACTION. Sample Report (9 People) Thursday, February 0, 016 This report is provided by: Your Company 13 Main Street Smithtown, MN 531 www.yourcompany.com INTRODUCTION

More information

Social and Emotional Learning Talking Points - November 2011

Social and Emotional Learning Talking Points - November 2011 Social and Emotional Learning Talking Points - November 2011 Austin lsd, in collaboration with the Collaborative for Academic, Social, and Emotional Learning (CASEL), has been awarded a grant from the

More information

OFFICE OF HUMAN RESOURCES SAMPLE WEB CONFERENCE OR ON-CAMPUS INTERVIEW QUESTIONS

OFFICE OF HUMAN RESOURCES SAMPLE WEB CONFERENCE OR ON-CAMPUS INTERVIEW QUESTIONS OFFICE OF HUMAN RESOURCES SAMPLE WEB CONFERENCE OR ON-CAMPUS INTERVIEW QUESTIONS General: 1. We have your resume here in front of us. Please tell us briefly about your career background and why you re

More information

No Parent Left Behind

No Parent Left Behind No Parent Left Behind Navigating the Special Education Universe SUSAN M. BREFACH, Ed.D. Page i Introduction How To Know If This Book Is For You Parents have become so convinced that educators know what

More information

Positive turning points for girls in mathematics classrooms: Do they stand the test of time?

Positive turning points for girls in mathematics classrooms: Do they stand the test of time? Santa Clara University Scholar Commons Teacher Education School of Education & Counseling Psychology 11-2012 Positive turning points for girls in mathematics classrooms: Do they stand the test of time?

More information

Fundraising 101 Introduction to Autism Speaks. An Orientation for New Hires

Fundraising 101 Introduction to Autism Speaks. An Orientation for New Hires Fundraising 101 Introduction to Autism Speaks An Orientation for New Hires May 2013 Welcome to the Autism Speaks family! This guide is meant to be used as a tool to assist you in your career and not just

More information

UNESCO Bangkok Asia-Pacific Programme of Education for All. Embracing Diversity: Toolkit for Creating Inclusive Learning-Friendly Environments

UNESCO Bangkok Asia-Pacific Programme of Education for All. Embracing Diversity: Toolkit for Creating Inclusive Learning-Friendly Environments UNESCO Bangkok Asia-Pacific Programme of Education for All Embracing Diversity: Toolkit for Creating Inclusive Learning-Friendly Environments UNESCO / O. Saltbones Introduction... Education systems must

More information

Fearless Change -- Patterns for Introducing New Ideas

Fearless Change -- Patterns for Introducing New Ideas Ask for Help Since the task of introducing a new idea into an organization is a big job, look for people and resources to help your efforts. The job of introducing a new idea into an organization is too

More information

Why Pay Attention to Race?

Why Pay Attention to Race? Why Pay Attention to Race? Witnessing Whiteness Chapter 1 Workshop 1.1 1.1-1 Dear Facilitator(s), This workshop series was carefully crafted, reviewed (by a multiracial team), and revised with several

More information

Augusta University MPA Program Diversity and Cultural Competency Plan. Section One: Description of the Plan

Augusta University MPA Program Diversity and Cultural Competency Plan. Section One: Description of the Plan Augusta University MPA Program Diversity and Cultural Competency Plan Section One: Description of the Plan Over the past 20 years, the United States has gone through tremendous changes. Those changes include

More information

KEYNOTE SPEAKER. Introduce some Fearless Leadership into your next event. corrinnearmour.com 1

KEYNOTE SPEAKER. Introduce some Fearless Leadership into your next event. corrinnearmour.com 1 KEYNOTE SPEAKER Introduce some Fearless Leadership into your next event corrinnearmour.com 1 Corrinne Armour Waging a war on wasted potential, Corrinne s mission is to spark people to play their big game.

More information

Practice Learning Handbook

Practice Learning Handbook Southwest Regional Partnership 2 Step Up to Social Work University of the West of England Holistic Assessment of Practice Learning in Social Work Practice Learning Handbook Post Graduate Diploma in Social

More information

Practice Learning Handbook

Practice Learning Handbook Southwest Regional Partnership 2 Step Up to Social Work University of the West of England Holistic Assessment of Practice Learning in Social Work Practice Learning Handbook Post Graduate Diploma in Social

More information

What is an internship?

What is an internship? What is an internship? An internship or work placement is an important opportunity to gain working experience in a particular career area. There are generally two types of internship that are available,

More information

ESSENTIAL SKILLS PROFILE BINGO CALLER/CHECKER

ESSENTIAL SKILLS PROFILE BINGO CALLER/CHECKER ESSENTIAL SKILLS PROFILE BINGO CALLER/CHECKER WWW.GAMINGCENTREOFEXCELLENCE.CA TABLE OF CONTENTS Essential Skills are the skills people need for work, learning and life. Human Resources and Skills Development

More information

2017 FALL PROFESSIONAL TRAINING CALENDAR

2017 FALL PROFESSIONAL TRAINING CALENDAR 2017 FALL PROFESSIONAL TRAINING CALENDAR Date Title Price Instructor Sept 20, 1:30 4:30pm Feedback to boost employee performance 50 Euros Sept 26, 1:30 4:30pm Dealing with Customer Objections 50 Euros

More information

One Hour of Code 10 million students, A foundation for success

One Hour of Code 10 million students, A foundation for success One Hour of Code 10 million students, A foundation for success Everybody in this country should learn how to program a computer... because it teaches you how to think. Steve Jobs Code.org is organizing

More information

Internship Department. Sigma + Internship. Supervisor Internship Guide

Internship Department. Sigma + Internship. Supervisor Internship Guide Internship Department Sigma + Internship Supervisor Internship Guide April 2016 Content The place of an internship in the university curriculum... 3 Various Tasks Expected in an Internship... 3 Competencies

More information

Motivation to e-learn within organizational settings: What is it and how could it be measured?

Motivation to e-learn within organizational settings: What is it and how could it be measured? Motivation to e-learn within organizational settings: What is it and how could it be measured? Maria Alexandra Rentroia-Bonito and Joaquim Armando Pires Jorge Departamento de Engenharia Informática Instituto

More information

Effects of Classroom Relationships Between Students and Teachers on Emotional Development of Elementary School Students

Effects of Classroom Relationships Between Students and Teachers on Emotional Development of Elementary School Students California State University, Monterey Bay Digital Commons @ CSUMB Capstone Projects and Master's Theses Capstones and Theses 12-2016 Effects of Classroom Relationships Between Students and Teachers on

More information

Youth Mental Health First Aid Instructor Application

Youth Mental Health First Aid Instructor Application Youth Mental Health First Aid Instructor Application April 6 10, 2015 Somerset Church of the Brethren Overview: Becoming a Mental Health First Aid Instructor Becoming a Mental Health First Aid instructor

More information

THE PENNSYLVANIA STATE UNIVERSITY SCHREYER HONORS COLLEGE DEPARTMENT OF MATHEMATICS ASSESSING THE EFFECTIVENESS OF MULTIPLE CHOICE MATH TESTS

THE PENNSYLVANIA STATE UNIVERSITY SCHREYER HONORS COLLEGE DEPARTMENT OF MATHEMATICS ASSESSING THE EFFECTIVENESS OF MULTIPLE CHOICE MATH TESTS THE PENNSYLVANIA STATE UNIVERSITY SCHREYER HONORS COLLEGE DEPARTMENT OF MATHEMATICS ASSESSING THE EFFECTIVENESS OF MULTIPLE CHOICE MATH TESTS ELIZABETH ANNE SOMERS Spring 2011 A thesis submitted in partial

More information

International Business BADM 455, Section 2 Spring 2008

International Business BADM 455, Section 2 Spring 2008 International Business BADM 455, Section 2 Spring 2008 Call #: 11947 Class Meetings: 12:00 12:50 pm, Monday, Wednesday & Friday Credits Hrs.: 3 Room: May Hall, room 309 Instruct or: Rolf Butz Office Hours:

More information

Empowering Students Learning Achievement Through Project-Based Learning As Perceived By Electrical Instructors And Students

Empowering Students Learning Achievement Through Project-Based Learning As Perceived By Electrical Instructors And Students Edith Cowan University Research Online EDU-COM International Conference Conferences, Symposia and Campus Events 2006 Empowering Students Learning Achievement Through Project-Based Learning As Perceived

More information

DOES OUR EDUCATIONAL SYSTEM ENHANCE CREATIVITY AND INNOVATION AMONG GIFTED STUDENTS?

DOES OUR EDUCATIONAL SYSTEM ENHANCE CREATIVITY AND INNOVATION AMONG GIFTED STUDENTS? DOES OUR EDUCATIONAL SYSTEM ENHANCE CREATIVITY AND INNOVATION AMONG GIFTED STUDENTS? M. Aichouni 1*, R. Al-Hamali, A. Al-Ghamdi, A. Al-Ghonamy, E. Al-Badawi, M. Touahmia, and N. Ait-Messaoudene 1 University

More information

Fair Measures. Newcastle University Job Grading Structure SUMMARY

Fair Measures. Newcastle University Job Grading Structure SUMMARY Outline Level I Roles in this family are wholly or mainly focused on research and teaching. They may combine elements or research, teaching or management, but the relative emphasis on these elements and

More information

SPECIALIST PERFORMANCE AND EVALUATION SYSTEM

SPECIALIST PERFORMANCE AND EVALUATION SYSTEM SPECIALIST PERFORMANCE AND EVALUATION SYSTEM (Revised 11/2014) 1 Fern Ridge Schools Specialist Performance Review and Evaluation System TABLE OF CONTENTS Timeline of Teacher Evaluation and Observations

More information

Ministry of Education General Administration for Private Education ELT Supervision

Ministry of Education General Administration for Private Education ELT Supervision Ministry of Education General Administration for Private Education ELT Supervision Reflective teaching An important asset to professional development Introduction Reflective practice is viewed as a means

More information

STUDENT EXPERIENCE a focus group guide

STUDENT EXPERIENCE a focus group guide STUDENT EXPERIENCE a focus group guide September 16, 2016 Overview Participation Thank you for agreeing to participate in an Energizing Eyes High focus group session. We have received research ethics approval

More information

SECTION I: Strategic Planning Background and Approach

SECTION I: Strategic Planning Background and Approach JOHNS CREEK HIGH SCHOOL STRATEGIC PLAN SY 2014/15 SY 2016/17 APPROVED AUGUST 2014 SECTION I: Strategic Planning Background and Approach In May 2012, the Georgia Board of Education voted to make Fulton

More information

Course Objectives Upon completion of this course, you will: Have a clear grasp of organic gardening techniques and methods

Course Objectives Upon completion of this course, you will: Have a clear grasp of organic gardening techniques and methods Organic Gardening Instructor: Fiona Doherty, fcd9@cornell.edu Purpose This 6-week online course is intended to examine the basics of small-scale organic gardening. The topics and depth of information offered

More information

REDUCING STRESS AND BUILDING RESILIENCY IN STUDENTS

REDUCING STRESS AND BUILDING RESILIENCY IN STUDENTS REDUCING STRESS AND BUILDING RESILIENCY IN STUDENTS Presentation to Lexington School Committee by the Collaborative to Reduce Student Stress February 26, 2013 Topics we will cover: School-related Stress

More information

Executive Summary. Colegio Catolico Notre Dame, Corp. Mr. Jose Grillo, Principal PO Box 937 Caguas, PR 00725

Executive Summary. Colegio Catolico Notre Dame, Corp. Mr. Jose Grillo, Principal PO Box 937 Caguas, PR 00725 Mr. Jose Grillo, Principal PO Box 937 Caguas, PR 00725 Document Generated On December 9, 2015 TABLE OF CONTENTS Introduction 1 Description of the School 2 School's Purpose 4 Notable Achievements and Areas

More information

MENTORING. Tips, Techniques, and Best Practices

MENTORING. Tips, Techniques, and Best Practices MENTORING Tips, Techniques, and Best Practices This paper reflects the experiences shared by many mentor mediators and those who have been mentees. The points are displayed for before, during, and after

More information

Effectively Resolving Conflict in the Workplace

Effectively Resolving Conflict in the Workplace Effectively Resolving Conflict in the Workplace Presented by: Jordan Rodney June 2016 What Do You See in This Picture? What Do You See in This Picture? What Do You See in This Picture? What Do You See

More information

PEPPERDINE UNIVERSITY THE GEORGE L. GRAZIADIO SCHOOL OF BUSINESS AND MANAGEMENT. ZHIKE LEI, Ph.D. BSCI 651- FEMBA BEHAVIOR IN ORGANIZATIONS

PEPPERDINE UNIVERSITY THE GEORGE L. GRAZIADIO SCHOOL OF BUSINESS AND MANAGEMENT. ZHIKE LEI, Ph.D. BSCI 651- FEMBA BEHAVIOR IN ORGANIZATIONS PEPPERDINE UNIVERSITY THE GEORGE L. GRAZIADIO SCHOOL OF BUSINESS AND MANAGEMENT ZHIKE LEI, Ph.D. BSCI 651- FEMBA BEHAVIOR IN ORGANIZATIONS Spring, 2017 TUESDAY 6 PM 10PM WEST LA CAMPUS SYLLABUS SYLLABUS

More information

Active Ingredients of Instructional Coaching Results from a qualitative strand embedded in a randomized control trial

Active Ingredients of Instructional Coaching Results from a qualitative strand embedded in a randomized control trial Active Ingredients of Instructional Coaching Results from a qualitative strand embedded in a randomized control trial International Congress of Qualitative Inquiry May 2015, Champaign, IL Drew White, Michelle

More information

Introduction to the Common European Framework (CEF)

Introduction to the Common European Framework (CEF) Introduction to the Common European Framework (CEF) The Common European Framework is a common reference for describing language learning, teaching, and assessment. In order to facilitate both teaching

More information

University of Waterloo School of Accountancy. AFM 102: Introductory Management Accounting. Fall Term 2004: Section 4

University of Waterloo School of Accountancy. AFM 102: Introductory Management Accounting. Fall Term 2004: Section 4 University of Waterloo School of Accountancy AFM 102: Introductory Management Accounting Fall Term 2004: Section 4 Instructor: Alan Webb Office: HH 289A / BFG 2120 B (after October 1) Phone: 888-4567 ext.

More information

Myers-Briggs Type Indicator Team Report

Myers-Briggs Type Indicator Team Report Myers-Briggs Type Indicator Team Report Developed by Allen L. Hammer Sample Team 9112 Report prepared for JOHN SAMPLE October 9, 212 CPP, Inc. 8-624-1765 www.cpp.com Myers-Briggs Type Indicator Team Report

More information

Effective practices of peer mentors in an undergraduate writing intensive course

Effective practices of peer mentors in an undergraduate writing intensive course Effective practices of peer mentors in an undergraduate writing intensive course April G. Douglass and Dennie L. Smith * Department of Teaching, Learning, and Culture, Texas A&M University This article

More information

Participant s Journal. Fun and Games with Systems Theory. BPD Conference March 19, 2009 Phoenix AZ

Participant s Journal. Fun and Games with Systems Theory. BPD Conference March 19, 2009 Phoenix AZ BPD Conference March 19, 2009 Phoenix AZ Participant s Journal Fun and Games with Systems Theory Presented by: Denise Dedman, Ph.D. email ddedman@umflint.edu Kathleen Woehrle, Ph.D email kwoehrle@umflint.edu

More information

Greek Teachers Attitudes toward the Inclusion of Students with Special Educational Needs

Greek Teachers Attitudes toward the Inclusion of Students with Special Educational Needs American Journal of Educational Research, 2014, Vol. 2, No. 4, 208-218 Available online at http://pubs.sciepub.com/education/2/4/6 Science and Education Publishing DOI:10.12691/education-2-4-6 Greek Teachers

More information

Intentional coaching and planning: Integrating mathematics teaching practices into content instruction

Intentional coaching and planning: Integrating mathematics teaching practices into content instruction : Integrating mathematics teaching practices into content instruction Conference for the Advancement of Mathematics Teaching (CAMT), San Antonio, Texas Wednesday, June 29, Ann Roman, Professional Learning

More information

KENTUCKY FRAMEWORK FOR TEACHING

KENTUCKY FRAMEWORK FOR TEACHING KENTUCKY FRAMEWORK FOR TEACHING With Specialist Frameworks for Other Professionals To be used for the pilot of the Other Professional Growth and Effectiveness System ONLY! School Library Media Specialists

More information

Carolina Course Evaluation Item Bank Last Revised Fall 2009

Carolina Course Evaluation Item Bank Last Revised Fall 2009 Carolina Course Evaluation Item Bank Last Revised Fall 2009 Items Appearing on the Standard Carolina Course Evaluation Instrument Core Items Instructor and Course Characteristics Results are intended for

More information

CDA Renewal 1: Professionalism-Beliefs, Knowledge, Action

CDA Renewal 1: Professionalism-Beliefs, Knowledge, Action CDA Renewal 1: Professionalism-Beliefs, Knowledge, Action Slide #1: This module is designed as one part in a series of eight different modules for completing the necessary educational requirements for

More information

VIA ACTION. A Primer for I/O Psychologists. Robert B. Kaiser

VIA ACTION. A Primer for I/O Psychologists. Robert B. Kaiser DEVELOPING LEADERS VIA ACTION LEARNING A Primer for I/O Psychologists Robert B. Kaiser rkaiser@kaplandevries.com Practitioner Forum presented at the 20th Annual SIOP Conference Los Angeles, CA April 2005

More information

Joe Public ABC Company

Joe Public ABC Company Joe Public ABC Company October 2, 2015 Individual Evaluation Report Table of Contents RESULTS SUMMARY GAP Analysis - Line Chart 03 Observer Ratings With Aggregates 04 Your Strengths & Areas of Opportunity

More information

JOB OUTLOOK 2018 NOVEMBER 2017 FREE TO NACE MEMBERS $52.00 NONMEMBER PRICE NATIONAL ASSOCIATION OF COLLEGES AND EMPLOYERS

JOB OUTLOOK 2018 NOVEMBER 2017 FREE TO NACE MEMBERS $52.00 NONMEMBER PRICE NATIONAL ASSOCIATION OF COLLEGES AND EMPLOYERS NOVEMBER 2017 FREE TO NACE MEMBERS $52.00 NONMEMBER PRICE JOB OUTLOOK 2018 NATIONAL ASSOCIATION OF COLLEGES AND EMPLOYERS 62 Highland Avenue, Bethlehem, PA 18017 www.naceweb.org 610,868.1421 TABLE OF CONTENTS

More information

Best Practices in Internet Ministry Released November 7, 2008

Best Practices in Internet Ministry Released November 7, 2008 Best Practices in Internet Ministry Released November 7, 2008 David T. Bourgeois, Ph.D. Associate Professor of Information Systems Crowell School of Business Biola University Best Practices in Internet

More information

FINAL EXAMINATION OBG4000 AUDIT June 2011 SESSION WRITTEN COMPONENT & LOGBOOK ASSESSMENT

FINAL EXAMINATION OBG4000 AUDIT June 2011 SESSION WRITTEN COMPONENT & LOGBOOK ASSESSMENT L-UNIVERSITÀ TA MALTA Msida Malta SKOLA MEDIKA Sptar Mater Dei Prof. Charles Savona-Ventura MD, DScMed, FRCOG, AccrCOG, MRCPI Head Department of Obstetrics & Gynaecology UNIVERSITY OF MALTA Msida Malta

More information

MASTER S COURSES FASHION START-UP

MASTER S COURSES FASHION START-UP MASTER S COURSES FASHION START-UP Postgraduate Programmes Master s Course Fashion Start-Up 02 Brief Descriptive Summary Over the past 80 years Istituto Marangoni has grown and developed alongside the thriving

More information

Mapping the Assets of Your Community:

Mapping the Assets of Your Community: Mapping the Assets of Your Community: A Key component for Building Local Capacity Objectives 1. To compare and contrast the needs assessment and community asset mapping approaches for addressing local

More information

HIGH SCHOOL SPECIAL NEEDS STUDENTS ATTITUDES ABOUT INCLUSION. By LaRue A. Pierce. A Research Paper

HIGH SCHOOL SPECIAL NEEDS STUDENTS ATTITUDES ABOUT INCLUSION. By LaRue A. Pierce. A Research Paper HIGH SCHOOL SPECIAL NEEDS STUDENTS ATTITUDES ABOUT INCLUSION By LaRue A. Pierce A Research Paper Submitted in Partial Fulfillment of the Requirements for the Master of Education Degree Approved: 2 Semester

More information

School of Social Work University of Wisconsin-Madison 1350 University Avenue Madison, WI 53706

School of Social Work University of Wisconsin-Madison 1350 University Avenue Madison, WI 53706 School of Social Work University of Wisconsin-Madison 1350 University Avenue Madison, WI 53706 SOCIAL WORK 400: SOCIAL WORK PRACTICE IN COMMUNITY AGENCIES Fall 2014 Field Practice and Integrative Seminar

More information

Coaching Others for Top Performance 16 Hour Workshop

Coaching Others for Top Performance 16 Hour Workshop Coaching Others for Top Performance 16 Hour Workshop Content & Outcomes The Coaching Others for Top Performance workshop explores The Principles and Qualities of Genuine Leadership and focuses on developing

More information

The Consistent Positive Direction Pinnacle Certification Course

The Consistent Positive Direction Pinnacle Certification Course PRESENTS The Consistent Positive Direction Pinnacle Course April 24 to May 25, 2017 A Journey of a Lifetime Cultivate increased productivity Save time and accelerate progress Keep groups, teams and yourself

More information

Leading Positive Results

Leading Positive Results Caught between two worlds, Spark was exactly like every other frog in his pond with one notable exception. Spark emerges from a tadpole with a slight but noticeable orange spot. And this orange spot makes

More information

OHIO HIGH SCHOOL ATHLETIC ASSOCIATION

OHIO HIGH SCHOOL ATHLETIC ASSOCIATION OHIO HIGH SCHOOL ATHLETIC ASSOCIATION 4080 Roselea Place, Columbus, Ohio 43214 Phone: 614-267-2502 Fax: 614-267-1677 www.ohsaa.org January 23, 2009 TO: OHSAA Member School Superintendents, Principals and

More information

Providing student writers with pre-text feedback

Providing student writers with pre-text feedback Providing student writers with pre-text feedback Ana Frankenberg-Garcia This paper argues that the best moment for responding to student writing is before any draft is completed. It analyses ways in which

More information

KAOSPILOT - ENTERPRISING LEADERSHIP

KAOSPILOT - ENTERPRISING LEADERSHIP KAOSPILOT - ENTERPRISING LEADERSHIP SCHOOL OF SOCIAL CHANGE, BUSINESS CREATIVITY AND PERSONAL MASTERY CURRICULUM AUGUST 2013 TABLE OF CONTENT 1. INTRODUCTION 2. OPENING REGULATIONS 3. THE KAOSPILOT 4.

More information

Co-op Placement Packet

Co-op Placement Packet Co-op Placement Packet Career Services, 900 Asp Ave, Suite 323, OMU, Norman, OK, 73019 Phone: (405) 325-1974 Fax: (405) 325-3402 www.hiresooner.com ENROLLING IN THE CO-OP COURSE HOW 1. Obtain permission

More information

EMPLOYMENT OPPORTUNITIES

EMPLOYMENT OPPORTUNITIES KAHNAWAKE EDUCATION CENTER P.O. BOX 1000 KAHNAWAKE, QUEBEC J0L 1B0 TEL: (450) 632-8770 FAX: (450) 632-8042 EMPLOYMENT OPPORTUNITIES LOCATION: POSITION: SALARY RANGE: DURATION: REQUIREMENTS: KARONHIANONHNHA

More information

Roadmap to College: Highly Selective Schools

Roadmap to College: Highly Selective Schools Roadmap to College: Highly Selective Schools COLLEGE Presented by: Loren Newsom Understanding Selectivity First - What is selectivity? When a college is selective, that means it uses an application process

More information

Table of Contents. Internship Requirements 3 4. Internship Checklist 5. Description of Proposed Internship Request Form 6. Student Agreement Form 7

Table of Contents. Internship Requirements 3 4. Internship Checklist 5. Description of Proposed Internship Request Form 6. Student Agreement Form 7 Table of Contents Section Page Internship Requirements 3 4 Internship Checklist 5 Description of Proposed Internship Request Form 6 Student Agreement Form 7 Consent to Release Records Form 8 Internship

More information

SSIS SEL Edition Overview Fall 2017

SSIS SEL Edition Overview Fall 2017 Image by Photographer s Name (Credit in black type) or Image by Photographer s Name (Credit in white type) Use of the new SSIS-SEL Edition for Screening, Assessing, Intervention Planning, and Progress

More information

Detailed Instructions to Create a Screen Name, Create a Group, and Join a Group

Detailed Instructions to Create a Screen Name, Create a Group, and Join a Group Step by Step Guide: How to Create and Join a Roommate Group: 1. Each student who wishes to be in a roommate group must create a profile with a Screen Name. (See detailed instructions below on creating

More information

How to Repair Damaged Professional Relationships

How to Repair Damaged Professional Relationships How to Repair Damaged Professional Relationships Contents at a Glance: How to recognize damage in your professional relationships How to identify the cause of the damage 6 steps to repair damage (and prevent

More information

University of Oregon College of Education School Psychology Program Internship Handbook

University of Oregon College of Education School Psychology Program Internship Handbook University of Oregon College of Education School Psychology Program Internship Handbook 2017-2018 School Psychology Program Website https://education.uoregon.edu/spsy TABLE OF CONTENTS Introduction...

More information

A Review of the MDE Policy for the Emergency Use of Seclusion and Restraint:

A Review of the MDE Policy for the Emergency Use of Seclusion and Restraint: A Review of the MDE Policy for the Emergency Use of Seclusion and Restraint: November 9th, 2017 Paul Deschamps, Ph.D., N.C.S.P. Behavior Specialist Andy Holmberg, Ph.D., Behavior Specialist Purpose The

More information

State Parental Involvement Plan

State Parental Involvement Plan A Toolkit for Title I Parental Involvement Section 3 Tools Page 41 Tool 3.1: State Parental Involvement Plan Description This tool serves as an example of one SEA s plan for supporting LEAs and schools

More information

at the University of San Francisco MSP Brochure

at the University of San Francisco MSP Brochure at the University of San Francisco MSP Brochure 2016 1 Eugene Muscat You re Invited The Muscat Scholars program honors the memory of Eugene Muscat 66, MA 67, MBA 70, and Professor in the School of Business

More information

Critical Thinking in Everyday Life: 9 Strategies

Critical Thinking in Everyday Life: 9 Strategies Critical Thinking in Everyday Life: 9 Strategies Most of us are not what we could be. We are less. We have great capacity. But most of it is dormant; most is undeveloped. Improvement in thinking is like

More information

Professional Practices in Engineering, An Introduction for Second Year Civil Engineering Students

Professional Practices in Engineering, An Introduction for Second Year Civil Engineering Students Professional Practices in Engineering, An Introduction for Second Year Civil Engineering Students Edward F. Glynn and Frank E. Falcone Department of Civil and Environmental Engineering Villanova University,

More information

Science with Kids, Science by Kids By Sally Bowers, Dane County 4-H Youth Development Educator and Tom Zinnen, Biotechnology Specialist

Science with Kids, Science by Kids By Sally Bowers, Dane County 4-H Youth Development Educator and Tom Zinnen, Biotechnology Specialist ACTpa026 Science with Kids, Science by Kids By Sally Bowers, Dane County 4-H Youth Development Educator and Tom Zinnen, Biotechnology Specialist With introduction by Dr. Kathi Vos, 4-H Youth Development

More information

This curriculum is brought to you by the National Officer Team.

This curriculum is brought to you by the National Officer Team. This curriculum is brought to you by the 2014-2015 National Officer Team. #Speak Ag Overall goal: Participants will recognize the need to be advocates, identify why they need to be advocates, and determine

More information

THE FIELD LEARNING PLAN

THE FIELD LEARNING PLAN THE FIELD LEARNING PLAN School of Social Work - University of Pittsburgh FOUNDATION FIELD PLACEMENT Term: Fall Year: 2009 Student's Name: THE STUDENT Field Liaison: Name of Agency/Organization: Agency/Organization

More information

CORRELATION FLORIDA DEPARTMENT OF EDUCATION INSTRUCTIONAL MATERIALS CORRELATION COURSE STANDARDS / BENCHMARKS. 1 of 16

CORRELATION FLORIDA DEPARTMENT OF EDUCATION INSTRUCTIONAL MATERIALS CORRELATION COURSE STANDARDS / BENCHMARKS. 1 of 16 SUBJECT: Career and Technical Education GRADE LEVEL: 9, 10, 11, 12 COURSE TITLE: COURSE CODE: 8909010 Introduction to the Teaching Profession CORRELATION FLORIDA DEPARTMENT OF EDUCATION INSTRUCTIONAL MATERIALS

More information

A non-profit educational institution dedicated to making the world a better place to live

A non-profit educational institution dedicated to making the world a better place to live NAPOLEON HILL FOUNDATION A non-profit educational institution dedicated to making the world a better place to live YOUR SUCCESS PROFILE QUESTIONNAIRE You must answer these 75 questions honestly if you

More information

Training materials on RePro methodology

Training materials on RePro methodology Training materials on RePro methodology INNOCASE Project Transfer of Innovations Leonardo da Vinci Programme 2 Leonardo da Vinci Pilot Project RePro - Real-Life Business Projects in Multicultural Student

More information

University of Huddersfield Repository

University of Huddersfield Repository University of Huddersfield Repository English, John and Ireland, Chris Accountants in Organisations a module delivering impact Original Citation English, John and Ireland, Chris (2011) Accountants in Organisations

More information

Speak with Confidence The Art of Developing Presentations & Impromptu Speaking

Speak with Confidence The Art of Developing Presentations & Impromptu Speaking Speak with Confidence The Art of Developing Presentations & Impromptu Speaking Use this system as a guide, but don't be afraid to modify it to fit your needs. Remember the keys to delivering a successful

More information

Guide Decentralised selection procedure for the Bachelor s degree programme in Architecture, Urbanism and Building Sciences

Guide Decentralised selection procedure for the Bachelor s degree programme in Architecture, Urbanism and Building Sciences Guide Decentralised selection procedure for the Bachelor s degree programme in Architecture, Urbanism and Building Sciences 2018-2019 In this guide, you will find more information about the decentralised

More information

INTRODUCTION TO TEAM & TEAM DYNAMIC

INTRODUCTION TO TEAM & TEAM DYNAMIC INTRODUCTION TO TEAM & TEAM DYNAMIC Haslinda Sutan Ahmad Nawi Faculty of Computer Science and Information Technology Universiti Selangor, Selangor, Malaysia Introduction to Team Team is a group of people

More information

SPORTS POLICIES AND GUIDELINES

SPORTS POLICIES AND GUIDELINES April 27, 2010 SPORTS POLICIES AND GUIDELINES I. POLICY AND INTENT A. Eligibility Residents of Scarsdale and the Mamaroneck Strip ( residents of Scarsdale ) and students who attend the Scarsdale Public

More information

Final Teach For America Interim Certification Program

Final Teach For America Interim Certification Program Teach For America Interim Certification Program Program Rubric Overview The Teach For America (TFA) Interim Certification Program Rubric was designed to provide formative and summative feedback to TFA

More information

Master Program: Strategic Management. Master s Thesis a roadmap to success. Innsbruck University School of Management

Master Program: Strategic Management. Master s Thesis a roadmap to success. Innsbruck University School of Management Master Program: Strategic Management Department of Strategic Management, Marketing & Tourism Innsbruck University School of Management Master s Thesis a roadmap to success Index Objectives... 1 Topics...

More information

Personal Project. IB Guide: Project Aims and Objectives 2 Project Components... 3 Assessment Criteria.. 4 External Moderation.. 5

Personal Project. IB Guide: Project Aims and Objectives 2 Project Components... 3 Assessment Criteria.. 4 External Moderation.. 5 Table of Contents: Personal Project IB Guide: Project Aims and Objectives 2 Project Components..... 3 Assessment Criteria.. 4 External Moderation.. 5 General Guidelines: Process Journal. 5 Product 7 Personal

More information

Executive Summary: Tutor-facilitated Digital Literacy Acquisition

Executive Summary: Tutor-facilitated Digital Literacy Acquisition Portland State University PDXScholar Presentations and Publications Tutor-Facilitated Digital Literacy Acquisition in Hard-to-Serve Populations: A Research Project 2015 Executive Summary: Tutor-facilitated

More information