Specific task Personnel and Responsibilities. Office and equipment Administrator

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Rebecca Merritt
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1 Please note this document is not yet complete. It is a draft only to show the next steps for the. The Executive Team (ET) and the will keep working on it in order to finalise the plan for the April meeting. The Business Plan: 1 January December 2015 RI Business Element Area of Activity Specific task Personnel and Responsibilities Costing - Funding or Budget impact $ (Figures to be added) Short: by _ 2013 Medium: by _2014 Long: by _ 2015 Administration Staffing Recruitment of administrator ET & Jun Day to day operations Office and equipment Financial Work to Budget Fee collection 1. Meetings and activities - support 2. Establish RI and RI policies: Code of Ethics/Scope of Practice Code of Conduct Roles of ET and Directors Continuing Education Treasurer & ET & (Advisory Committees) Jun Communications Website Payment of fees facility via Pay Pal Expand with information on: April 1

The Business Plan: 1 January 2013-31 December 2015 RI Business Element Area of Activity Specific task Personnel and Responsibilities Costing - Funding or Budget impact $ (Figures to be added) Short:

2 Database of decertified practitoners and trainers Key documents eg Code of Ethics/Scope of Practice Dec Aug Service Mark Conflict Resolution to consider Open Center model - based on Marshall Rosenberg Non violent communication SMC Certification Other Recertification Network of voting members Support Activities Information on standards & requirements Training Centres RMPAs ATG Accessible information on training to become a practitioner, teacher, trainer available on RI website Directors of Teaching Regular communications Regular communications Regular communications Emerging Centres Existing Centres Registered Practitioners etc 2

Information on standards & requirements Training Centres RMPAs ATG Accessible information on training to become a practitioner, teacher, trainer available on

3 Marketing & Outreach Research & Development Rosen Journal Research Other projects Editorial Publication hosting Possibilities include: research summary updates to be decided Journal Editor Continuing Education Re-certification Miscellaneous tasks CE for practitioners, m/ment teachers & trainers ATG proposal Decide what s in what s out Leadership and business training DRAFT Business Plan Vision/ Mission information to be included: Growing Rosen Method locally and globally. etc Purpose of the Business Plan To present a detailed proposal for accomplishing the goals of the within specified timeframes. History Please see Business Plan Elements - Linda Hearne s paper at Attachment 1. 3

Leadership and business training DRAFT Business Plan Vision/ Mission information to be included: Growing Rosen Method locally and globally.

4 Overall Administrative goal Establishing a stable and sustainable international organization with clear governance policies. The Plan Model A 3 year rolling plan Updating the plan each year: as a year is completed, another year will be added. Each year s progess against the plan will be reviewed by the Executive Team and the and reported to the. Objectives All tasks are identified on the plan table according to the proposed date for achievement. S = Short term during or by end 2013 M = Medium term during or by end 2014 L = Long term during or by end 2015 Key overarching priority tasks: Establish core policy documents that will ensure the purity and ethical practice of Rosen Method Establish democratic working methods that ensure that the entire Rosen community feels that its opinions and needs are heard and addressed Establish a democratic and productive to formulate and carry out the work of the Rosen Method community. Reporting requirements The Executive Team and the will report progress against the objectives to the at six monthly intervals. ******************************************************************************** 4

Each year s progess against the plan will be reviewed by the Executive Team and the and reported to the.

5 ELEMENTS OF THE BUSINESS OF THE ROSEN INSTITUTE i) General administration efficiency and cost effectiveness Staff recruitment of paid Day to day routine tasks Financial of Directors Code of Conduct for RI Roles of Directors and Executive Team ii) Communications - straightforward and consistent communication Website Conflict resolution: establish policy and administrative responsibilities iii) Service Mark effective protection of the Service Mark in all jurisdictions. Transparent and readily available requirements for becoming a practitioner, teacher, and training center - Standard Requirements Recertification iv) Networks - that work independently and collaboratively with each other and RI fostering a culture of contribution. Training centers RMPAs and ATG v) Support Activities supporting RM people beyond basic training supporting activities by RI Executive Team, Directors, and other entities as appropriate. Support for emerging centers Support for existing centres Support for practitioners and movement teachers after certification vi) Marketing and Outreach making the benefits of Rosen known 5

Service Mark effective protection of the Service Mark in all jurisdictions.

6 Development of materials for use by? to promote Rosen Method. vii) Research and Development building evidence of the efficacy of Rosen Method and ensuring appropriate renewal. Rosen Journal more scientific research about Rosen Method An endowment fund viii) Continuing Education ensuring quality of service delivery of Rosen Method and the continued engagement of practitioners and teachers. Re-certification of centers, teachers, practitioners and movement teachers at regular intervals Continuing education for te achers, practitioners, and movement teachers Leadership and business training Greater innovation with clear procedures and evaluation to ensure quality 6

Rosen Journal more scientific research about Rosen Method An endowment fund viii) Continuing Education ensuring quality of service delivery of Rosen Method and the

FY 2015 Senior Professional (SP) Performance Appraisal System Opening Guidance

Office of Executive Resources Office of the Chief Human Capital Officer U.S. Department of Energy FY 2015 Senior Professional (SP) Performance Appraisal System Opening Guidance Table of Contents Contents