REQUEST FOR PROPOSALS- FREQUENTLY ASKED QUESTIONS
|
|
- Muriel Young
- 7 years ago
- Views:
Transcription
1 REQUEST FOR PROPOSALS- FREQUENTLY ASKED QUESTIONS This list of questions and answers is being provided as additional guidance to organizations that are considering responding to the RFPs. This includes common questions that have been asked since the RFPs were released. For additional discussion, contact Kevin Murray at TRAINING Q: What is the ideal length of time for training for participants? A: This depends on the employer, the amount of training required for a specific job, and the work readiness of the individual. We realize that many participants will have a desire to begin earning income as quickly as possible after entering the program. However, we know that achieving our goal of sustainable, living- wage employment will require a commitment to training programs that meet the needs of both the employer and the new employee. We envision pathway approaches that allow men to begin earning wages in transitional and temporary work environments, while pursuing training and credentialing opportunities that align with employer needs. Q: Where does customized training fit? A: North@Work Employers will work with our training partners to develop customized training when appropriate. SUPPORT SERVICES Q: Can support services also include bus passes for participants? A: Yes. Organizations applying to provide enrollment & support services should outline the types of supports you feel participants will need, along with cost projections in your budget. Q: What type of collaborative software are you using to track all of this? A: We are in the midst of identifying a software system that all partners will access. Page 1 of 5
2 BUDGET Q: Is there a parameter for budget costs? A: Today s workforce development programs have an average cost between $6,000- $10,000 per person, including training. We realize that the North@Work model calls for a level of innovation that may exceed that number and we encourage applicants to outline the approach and supports that you think will provide a transformational experience for participants. Ultimately, once partners are selected, we will negotiate the grant budget and contract reimbursement terms. CONTRACTS & GRANT AGREEMENTS Q: Who signs the Memorandum of Understanding (MOU) or contract? FUNCTIONS A: The President, CEO, or Executive Director of the organization that is fiscally responsible for the work will sign all agreements. Q: Where do things like basic training fit (i.e. computer training) to get people ready to do customized training? A: The organization selected to provide the Enrollment, Data Management, Assessments, Coaching & Support Services will be responsible for developing a basic training plan for each individual. Q: Many organizations experience an attrition rate significantly higher than the 40-50% rate North@Work assumes. How will the current levels of attrition be reduced? A: North@Work is designed to intervene in several specific areas of the current workforce system to create transformational outcomes. A brief outline of those interventions is below: 1) Trusted Networks: Men who live on the Northside are surrounded by trusted organizations and leaders within the African American community. They will be referred to North@Work by churches, friends, and others who believe in their potential. 2) Aspiration and Aptitude Testing: Men will take custom assessments to help them define and understand their strengths and opportunities. They will also learn about the type of work environment that they would enjoy, which will help them retain employment over time. 3) Customized Training and Placement: Through North@Work s customized training, men will develop needed soft skills, technical, and job- specific skills. They will be matched with work in a meaningful and permanent job that suits their skills in targeted high- potential industries such as healthcare, automotive technology, or construction. Page 2 of 5
3 4) Cohort Model: Each man will be supported by a cohort of his peers who are striving toward similar life goals and a cohort of peers entering the workforce at the same time. 5) Inclusive Workplaces: North@Work employers will be supported by a team of diverse staffing experts. While men are being trained to be productive employees, employers will partner with our experts to strengthen their capacity for effective and inclusive hiring, training, and retention. 6) Advocacy: North@Work will support African American men by challenging public and employer policies and practices that present barriers to sustainable employment. Q: How many pilots will you run in 2016? How many organizations will be selected for each function? A: We expect 4-5 pilots in 2016 to achieve our initial enrollment and employment goals, dependent upon funding and early successes. During the first pilot, we will select one organization for each of the four functions. Subsequent pilots may include some or all of the first pilot partners and may also include new partners. We will launch the first pilot from providers chosen through this RFP in late December or early January. EVALUATION Q: What assessments will be used for the program? A: All participants will complete the TABE assessment. We will work with partners to identify other skill- based and personality- based assessments to help each participant establish and monitor progress on career and life goals. Organizations responding to the Enrollment, Data Management, Assessments, Coaching & Support Services RFP should outline the types of assessments they recommend for North@Work participants. COHORT SUPPORT Q: How long will the program last? A: The journey to employment for each participant will vary based on his individual needs as well as career and life goals. North@Work participants are eligible for coaching and support services two- years after beginning employment. Q: How will cohorts be determined? A: Each individual will participate in two cohorts, as described below: Page 3 of 5
4 The first cohort will be determined by primary life goals (Examples: establish or strengthen relationships with a child or children; increase financial stability and build wealth; overcome addiction; address mental health needs). Men will participate in weekly sessions with their life- goal cohort. These life- goals cohorts will be supported primarily through the organization fulfilling the Cohort Support RFP functions. The second cohort is based on the type of work participants are pursuing. (i.e., individuals who are pursuing similar employment and/or training). This will be served primarily through the organization fulfilling the Enrollment, Data Management, Assessments, Coaching & Support Services RFP functions. Q: Will the organization providing cohort support weekly sessions need to provide meeting space for those sessions? A: Yes. The provider chosen for the cohort support function will need to secure ongoing space requirements for weekly support sessions, preferably in or in close proximity to north Minneapolis. EMPLOYER MANAGEMENT Q: Are you considering organizations and/or companies outside of workforce development nonprofits to provide the Employer Management functions? A: Yes. Q: Who are the employers you will be working with and how will we be notified who is hiring? A: While we have had several employers express interest in North@Work as we ve prepared for the launch, we have not solicited formal commitments from employers yet. We will work in partnership with the Employer Management provider to finalize employer agreements. As employers commit to North@Work, the Employer Management partner will brief all partners on the job and career opportunities available and jointly develop steps for preparing men for opportunities. Q: Can an organization apply for more than one RFP? Can an organization be selected to provide services for more than one RFP? A: Yes, an organization may apply for more than one RFP. And yes, an organization may be selected to provide services for two of the RFP s: Enrollment, Data Management, Coaching & Support Services RFP & Cohort Support RFP. Please see below: Enrollment, Data Management, Coaching & Support Services & Cohort Support RFPs: The goals of both of these RFPs could be met by one organization; therefore Page 4 of 5
5 we will consider such proposals. However, we do not anticipate one organization being able to provide more than these two functions together. Outreach & Recruitment RFP: After thorough consideration of the potential conflicts of interest that workforce development organizations may face in recruiting individuals for their own programs and we have determined that we will not consider organizations that provide workforce development services for the Outreach & Recruitment RFP. Employer Management RFP: This function is designed to be an entity that is not fulfilling any other function of the contract (for themselves or for to avoid conflict of interest and to clarify the intentionality of focus on the needs and readiness of the employers. The entity should have experience in staffing as well as corporate diversity & inclusion strategy design, training, etc. We re looking for an organization whose sole purpose is to meet the needs of the employer by ensuring that the employer and their supervisors are ready to be an inclusive and engaging workforce for African American men. MEASUREMENT Q: How will the program be evaluated? A: The primary goal for is for participants to achieve meaningful, sustainable, and living- wage employment as a result of the services provided. We will evaluate individual participant s progress toward this goal at established benchmarks (to be determined during contract negotiation). We will also evaluate participant s ability to sustain employment and increase wages for two years post- employment and compare that data to today s outcomes. COMMUNICATION Q: How will the partners communicate with each other? A: Kevin Murray, NFG s Workforce Development Program Officer, will host bi- weekly meetings with each of the partners to facility transparent communication and partnership, implement cross- partner strategies, evaluate progress, and address challenges as they arise. Page 5 of 5
Partnering for Success: Baltimore City & ARRA Karen Sitnick Director, Mayor s Office of Employment Development
Partnering for Success: Baltimore City & ARRA Karen Sitnick Director, Mayor s Office of Employment Development Guiding Principles: ARRA s Primary Intent Create jobs and assist those most impacted by the
More informationDevelop and implement a systematic process that assesses, evaluates and supports open-access and equity with measurable outcome improvements
STRATEGIC GOAL 1: Promote Access and Equity Develop and implement a systematic process that assesses, evaluates and supports open-access and equity with measurable outcome improvements Increase pre-collegiate
More informationTestimony on the Education Provisions of House Bill 64, the FY16-17 Biennial Budget
John R. Kasich, Governor Dr. Richard A. Ross, Superintendent of Public Instruction Testimony on the Education Provisions of House Bill 64, the FY16-17 Biennial Budget Ohio Senate Finance Subcommittee on
More information*This is a sample only actual evaluations must completed and submitted in PeopleSoft*
*This is a sample only actual evaluations must completed and submitted in PeopleSoft* Employee information Employee name Position title/department Date of Hire Employee ID number Supervisor s name Today
More informationIllinois Disability Employment Initiative Local Innovation Projects Request for Application October 2014
Illinois Disability Employment Initiative Local Innovation Projects Request for Application October 2014 Illinois Department of Commerce and Economic Opportunity Pat Quinn Governor Adam Pollet Director
More informationDEPT: Human Resources UNIT NO. 1140 FUND: General - 0001. Budget Summary
Budget Summary Category 2014 Budget 2014 Actual 2015 Budget 2016 Budget 2016/2015 Variance Expenditures Personnel Costs $5,710,284 $5,581,227 $5,982,709 $6,342,873 $360,164 Operation Costs $284,245 $256,846
More informationEngaging Community FACULTY AND STAFF PROFESSIONAL DEVELOPMENT TASK FORCE
Engaging Community FACULTY AND STAFF PROFESSIONAL DEVELOPMENT TASK FORCE Content Process... 1 Scope... 1 Definition... 1 Vision... 2 Identified Goals... 2 Prioritized Recommendations... 2 Proposed Tasks
More informationTHE CORPORATION OF THE CITY OF WINDSOR POLICY
THE CORPORATION OF THE CITY OF WINDSOR POLICY Service Area: Office of the City Clerk Policy No.: HRDEV POL - 0001 Department: Human Resources Approval Date: March 23, 2015 Division: Organizational Development
More informationCalifornia Independent Living Program Transformation Breakthrough Series Collaborative
CA ILP Transformation BSC Project Overview California Independent Living Program Transformation Breakthrough Series Collaborative Project Overview The Challenge The transition to adulthood and economic
More informationB408 Human Resource Management MTCU code - 70223 Program Learning Outcomes
B408 Human Resource Management MTCU code - 70223 Program Learning Outcomes Synopsis of the Vocational Learning Outcomes* The graduate has reliably demonstrated the ability to 1. contribute to the development,
More informationAchieveMpls Strategic Plan FY 2014 FY 2016
AchieveMpls Strategic Plan FY 2014 FY 2016 Approved unanimously by the AchieveMpls Board of Directors September 12, 2013 I. Mission As the strategic nonprofit partner of the Minneapolis Public Schools,
More informationBuilding a strategic talent management program
Case Study About Alamo Colleges Consisting of five member institutions established between 1898 and 1995, Alamo Colleges serves Bexar County, TX the 17th most populous county in the U.S. It offers associate
More informationSelf-Assessment Duval County School System. Level 3. Level 3. Level 3. Level 4
Standard 1: Purpose and Direction 1.1 The system engages in a systematic, inclusive, and comprehensive process to review, revise, and communicate a system-wide propose for the student success. The system
More informationPARTNERSHIPS FOR OPENING DOORS
A summit on integrating employment and housing strategies to prevent and end homelessness Community Profile CHICAGO Chicago is working on our second Plan to End Homelessness Plan 2.0 A Home for Everyone.
More informationSupplemental Nutrition Assistance Program (SNAP) Opportunities Employment and Training Initiative
Supplemental Nutrition Assistance Program (SNAP) Opportunities Employment and Training Initiative DESCRIPTION The Supplemental Nutrition Assistance Program (SNAP) Opportunities program will provide up
More informationRequest for Expanded Alternative Route for Teachers Funding PA
Agency: 350 Office of Superintendent of Public Instruction/Professional Educator Standards Board Budget Period: 2015-17 Recommendation Summary Text: PESB is requesting increases in the Alternative Route
More informationPittsburgh Works Quick Train for Jobs: New Destinations RFP
Pittsburgh Works Quick Train for Jobs: New Destinations RFP Established by the Workforce Investment Act (WIA) of 1998 and reestablished by the Workforce Innovation and Opportunity Act, the 3 Rivers Workforce
More informationProgram Guidelines Transition to College and Careers Pilot Project May, 2008
Program Guidelines Transition to College and Careers Pilot Project May, 2008 See the Transition to College and Careers Action Plan that outlines the expectations and timeline for completing activities
More informationTECHNICAL ASSISTANCE BRIEF. Introduction. Getting Started YOUTH WORKER CERTIFICATE PROGRAMS. Prepared for the READY BY 21 QUALITY COUNTS INITIATIVE
TECHNICAL ASSISTANCE BRIEF YOUTH WORKER CERTIFICATE PROGRAMS Prepared for the READY BY 21 QUALITY COUNTS INITIATIVE Introduction The following lessons have been compiled based on several years of experience
More informationDivision of Human Resources. Strategic Plan For a Culture of Excellence
Division of Human Resources Strategic Plan For a Culture of Excellence TABLE OF CONTENTS INTRODUCTION... 2 DEPARTMENTAL MISSION STATEMENT ALIGNMENT... 4 HUMAN RESOURCES STRATEGIC DIRECTIONS... 5 HR STRATEGIC
More informationEMPLOYER-PAID TUITION ADVANCEMENT FOR LOW-INCOME WORKERS
EMPLOYER-PAID TUITION ADVANCEMENT FOR LOW-INCOME WORKERS NATIONAL FUND FOR WORKFORCE SOLUTIONS REGIONAL FUNDING COLLABORATIVE SkillWorks, Boston, Massachusetts WORKFORCE PARTNERSHIP Healthcare Training
More informationHUMAN RESOURCES DEPARTMENT
HUMAN RESOURCES DEPARTMENT Administration and Support HUMAN RESOURCES DIRECTOR Human Resources - Personnel Services - Employee and Labor Relations - Risk Management - Training and Development - Equal Employment
More informationStanislaus County Supervisor Training Academy Training Catalog 2016
Stanislaus County Supervisor Training Academy Training Catalog 2016 Training Courses Budgeting/Financial Overview Compliance/Payroll Regulations Conducting a Recruitment Disability Management Employee
More informationCMCS Informational Bulletin
DEPARTMENT OF HEALTH & HUMAN SERVICES Centers for Medicare & Medicaid Services 7500 Security Boulevard, Mail Stop S2-26-12 Baltimore, Maryland 21244-1850 Center for Medicaid, CHIP and Survey & Certification
More informationWORKFORCE DEVELOPMENT
WORKFORCE DEVELOPMENT Creating Economic Opportunity through Pipeline Programs Commitment to providing access to jobs with family-sustaining wages, excellent benefits, and opportunities for advancement
More informationMaking Diversity Work for You
Making Diversity Work for You Shelby Scales Executive Director Airport Minority Advisory Council & Eric L. Mercado, C.M., ACE Managing Director Aviation Career Services AMAC s Five Year Strategic Plan
More informationOntario Leadership Strategy. Leadership Succession Planning and Talent Development Ministry Expectations and Implementation Continuum
Ontario Leadership Strategy Leadership Succession Planning and Talent Development Ministry Expectations and Implementation Continuum Contents 1. Purpose 2. Why Succession Planning and Talent Development?
More informationFLOW CUSTOMER. Making ApprenticeshipUSA Work for the Public Workforce System: CUSTOMER FLOW IN ONE-STOP CENTERS
CUSTOMER FLOW Making ApprenticeshipUSA Work for the Public Workforce System: CUSTOMER FLOW IN ONE-STOP CENTERS Registered Apprenticeship can easily be integrated into the customer flow of one-stop centers.
More informationStrategic Plan Roadmap
Strategic Plan Roadmap Overview The Strategic Plan Roadmap illustrates the strategic direction for First Things First. This plan was approved by the First Things First Early Childhood Development and Health
More informationBehaviors and Actions That Support Leadership and Team Effectiveness, by Organizational Level
Good Practice INPO 15-012 October 2015 Behaviors and Actions That Support Leadership and Team Effectiveness, by Organizational Level Revision 0 OPEN DISTRIBUTION OPEN DISTRIBUTION: Copyright 2015 by the
More informationSTATE VOCATIONAL REHABILITATION AGENCIES STATE REHABILITATION COUNCILS CLIENT ASSISTANCE PROGRAMS
U.S. DEPARTMENT OF EDUCATION OFFICE OF SPECIAL EDUCATION AND REHABILITATIVE SERVICES REHABILITATION SERVICES ADMINISTRATION WASHINGTON, D.C. 20202 TECHNICAL ASSISTANCE CIRCULAR RSA-TAC-15-02 DATE: August
More informationGoal #1 Learner Success Ensure a distinctive learning experience and foster the success of students.
Western Michigan University is committed to being learner centered, discovery driven, and globally engaged as it transitions into the next strategic planning cycle. In the first year of the University
More informationHuman Services Management Program
Human Services Management Program Creating New Traditions Marvin Nesbitt Jr. Atlanta Housing Authority Hope Boldon Integral Youth & Family Project Human Services Management Program What Was the Status
More informationGUIDE TO WRITING A BUSINESS CASE FOR SPONSORSHIP
EXECUTIVE MBA PROGRAM GUIDE TO WRITING A BUSINESS CASE FOR SPONSORSHIP CHICAGO LONDON HONG KONG Build your case for the MBA around the culture of your company so there is a shared motivation for it. Chicago
More informationVA Nursing Academic Partnerships. Request for Proposals
1. PURPOSE Request for Proposals a. Request for Proposals: The (OAA), in collaboration with the office of Nursing Services (ONS), solicits proposals for a new program, Department of Veterans Affairs (VA)
More informationINDIVIDUAL EMPLOYMENT PLANNING. The Key Tool of a Successful Program
INDIVIDUAL EMPLOYMENT PLANNING The Key Tool of a Successful Program The Individual Employment Plan (IEP) Builds on the information gathered in the assessment. The more comprehensive the assessment, the
More informationCover page Proposal (Responses to 2,3, and 4 of Proposal Content Section)
The City of Minneapolis Employment & Training Program Outreach, Eligibility Determination, Case Management and Job Placement Services Request for Proposals Please complete this cover page and attach it
More informationCLUSTER ANNUAL UPDATE PLAN ACADEMIC YR 2014-2015
CLUSTER UPDATE PLAN ACADEMIC YR 2014-2015 Cluster Update Plan The purpose of the Cluster Update Plan is to help Clusters: 1) utilize department/unit plans to develop priorities within each cluster; 2)
More informationWhat is Housing First? Revised November 9, 2006
What is Housing First? Revised November 9, 2006 Housing First is an approach that centers on providing homeless people with housing quickly and then providing services as needed. What differentiates a
More informationArea Managing Director Atlanta Metro Area
Area Managing Director Atlanta Metro Area FaithBridge Foster Care FaithBridge Foster Care is a Christ-centered nonprofit that partners with churches to launch foster care ministries, trains foster families
More informationHUMAN RESOURCES MANAGEMENT
HUMAN RESOURCES MANAGEMENT Program Outline Major: HRMN Length: 1 Year Delivery: 2 Semesters, plus 1 industry placement Credential: Ontario College Graduate Certificate Effective: 2012-2013 Location: Barrie
More informationBASIC EMPLOYABILITY SKILLS TRAINING (B.E.S.T.) PROGRAM
CITY OF ROCHESTER BUREAU OF HUMAN SERVICES BASIC EMPLOYABILITY SKILLS TRAINING (B.E.S.T.) PROGRAM REQUEST FOR PROPOSALS MAY 2003 The City of Rochester s Bureau of Human Services in collaboration with the
More informationOakland Schools / Michigan Works! Job Link Service Center. Workforce Development Hispanic Outreach Services RFP #11.0029
Oakland Schools / Michigan Works! Job Link Service Center Workforce Development Hispanic Outreach Services RFP #11.0029 Project Overview and Reminders: Bidder s Conference April 26 th, 2011 Addendum #
More informationCore Leadership Competencies
Core Leadership Competencies The following guidance further clarifies the distinctions between levels of performance for the 8 core competencies outlined in Element 1 of all DHS SES performance plans.
More informationContra Costa County System of Care Planning and Policy Council Memorandum of Understanding
Contra Costa County System of Care Planning and Policy Council Memorandum of Understanding This Memorandum of Understanding is created for the purpose of forming a multiagency collaborative called the
More informationCampus Network Planning and Technical Assistance Overview
Campus Network Planning and Technical Assistance Overview WHAT IS THE PURPOSE OF A NETWORK? Networks are part of the California College Pathways (CCP) Initiative s strategy to expand college and career
More informationEQUALITY CALIFORNIA INSTITUTE LEADERSHIP ACADEMY
Background on Equality California Institute (EQCAI) Equality California Institute (EQCAI) is a 501(c)3 organization that utilizes advocacy, education, and mobilization programs to promote full and lasting
More informationEXTERNAL POSTING (November 2015) EMPLOYMENT CASE MANAGER (Permanent)
EXTERNAL POSTING (November 2015) The Canadian Mental Health Association, Ottawa Branch (CMHA) is a private, nonprofit charitable organization dedicated to promoting good mental health and improving the
More informationHUMAN RESOURCES. Management & Employee Services Organizational Development
Management & Employee Services Organizational Development Human Resources Department FY 2014-15 BUDGETED POSITIONS DIRECTOR.90 FTE * Human Resources Business Partner 1 FTE Human Resources Business Partner
More informationPosition Paper. Minimum ATOD Qualifications and Skills for The Alcohol, Tobacco & other Drugs Sector
Position Paper Minimum ATOD Qualifications and Skills for The Alcohol, Tobacco & other Drugs Sector September 2013 Alcohol, Tobacco and other Drugs Council Tas Inc. (ATDC) Phone: 03 6231 5002 Fax: 03 6231
More informationHUMAN RESOURCES DIRECTIVE
HUMAN RESOURCES DIRECTIVE SUBJECT: The Library of Congress Selective Placement Program NUMBER: HRD 7-05-14 EFFECTIVE DATE: November 1, 2011 I. PURPOSE This Directive describes the objectives, policies,
More informationExecutive Search. Human Resource Consulting
Executive Search Human Resource Consulting Our mission is to help our national and international clients attract, select, develop, and retain the best talent possible to ensure organizational effectiveness,
More informationApproach to Community Impact Grant Guidelines
Approach to Community Impact Grant Guidelines 2015 TABLE OF CONTENTS ABOUT THE MINNEAPOLIS FOUNDATION 2 GRANTS TO NONPROFITS 3 IMPACT PRIORITIES FOR GRANTMAKING 3-8 EDUCATION 4-5 ECONOMIC VITALITY 6-7
More informationDiversity Best Practices Graduate Students
Diversity Best Practices Graduate Students Produced by the Trustee Ad Hoc Committee on Diversity Princeton University, Princeton, New Jersey September 2013 www.princeton.edu/reports/2013/diversity Theme
More informationM E M O R A N D U M. Ruth Fernández, LPC Coordinator/Manager, Educational Services
M E M O R A N D U M DATE: March 9, 2015 TO: FROM: SUBJECT: CC: Supervisor Federal D. Glover, District V, Chair Supervisor Candace Andersen, District II Ruth Fernández, LPC Coordinator/Manager, Educational
More informationCareer and Finance Plan For Northside Achievement Zone (NAZ)
Career and Finance Solution Plan For the Northside Achievement Zone (NAZ) Career and Finance Result: Parents will have the economic ability to provide a healthy and financially stable environment at home,
More informationHRSA-14-126: BHWET for Paraprofessionals Technical Assistance Calls - April 10 and April 23, 2014 Question and Answers
PARAPROFESSIONAL CERTIFICATE PROGRAM requires a certificate from the community and technical college (including tribal colleges and universities) upon completion of the program. (A behavioral health-related
More informationCENTRE FOR LEARNING AND DEVELOPMENT PUBLIC SERVICE SECRETARIAT
RESOURCE MANAGEMENT PACKAGE RESOURCE MANAGEMENT PACKAGE With the new millennium, Government introduced a competency based Leadership and Management Development Strategy which identified the core competencies
More informationGENDER DIVERSITY STRATEGY
GENDER DIVERSITY STRATEGY Purpose TMB s Gender Diversity Strategy acknowledges the value of a gender diverse workforce and details our commitment to ensuring that all workplace policies support and enable
More informationExecutive Summary Strategic Plan: 2010-2015
Executive Summary Strategic Plan: 2010-2015 Executive Summary Since its inception more than 165 years ago, the University of Tennessee Alumni Association has been known for outstanding service to what
More informationCapability Statement
Capability Statement PRINCIPAL 16508 Elmcrest Terrace Suite B Bowie, MD 20716 CORPORATE OFFICE SITE 1802 Brightseat Road 555 13 th Street, NW Suite 603 C Level Landover, MD 20785 Washington, DC 20004 Office:
More informationNEPHTC Student Internship Program Administrator s Handbook
NEPHTC Student Internship Program Administrator s Handbook 2014-2015 This project is supported by the Health Resources and Services Administration (HRSA) of the U.S. Department of Health and Human Services
More informationSenior Executive Service Performance Management System Department of the Interior
Senior Executive Service Performance Management System Department of the Interior 1. System Coverage The Department of the Interior (hereafter referred to as the agency) Senior Executive Service (SES)
More informationHolyoke Public Schools Local Stakeholder Group (LSG)
Holyoke Public Schools Local Stakeholder Group (LSG) Meeting 4, June 17, 3-6 PM Picknelly Adult & Family Education Center Agenda for Today Welcome Review of 6/10 meeting notes Review of meeting norms Secondary
More informationHow To Run A City Hall Program
Director Benefits Safety Administrative Program Training/Development Employee/Employer Relations Workers Compensation Recruitment Classifications & Compensation Youth Job Training Description of the Service
More informationAAUW. Women in Community Colleges. Access to Success
AAUW Executive Summary Women in Community Colleges Access to Success a AAUW Executive Summary Higher education is essential to the productivity and innovation of the U.S. workforce, and ongoing economic
More informationU.S. Customs and Border Protection FY 2010. Annual Plan to Assist Historically Black Colleges and Universities
U.S. Customs and Border Protection FY 2010 Annual Plan to Assist Historically Black Colleges and Universities 2 3 Table of Contents Executive Summary of Agency Projections 2010.....A Summary of Projected
More informationBranch Human Resources
Branch Human Resources Introduction An organization s ability to deliver services to citizens is highly dependant on the capacity of its workforce. Changing demographics will result in increasing numbers
More informationD.C. Department of Human Resources
(BE0) www.dchr.dc.gov Telephone: 202-442-9700 The mission of the (DCHR) is to strengthen individual and organizational performance and enable the District government to attract, develop, and retain a highly
More informationChoice, flexibility and control
Framework: Transitioning NSW to the National Disability Insurance Scheme Choice, flexibility and control There will be expanded opportunities for people to exercise choice, flexibility and control over
More informationSpeech Communication Internship Fact Sheet For Interns and Supervisors COMM4624 & COMM 4337
Speech Communication Internship Fact Sheet For Interns and Supervisors COMM4624 & COMM 4337 1 The following are the Internship Policies and Procedures for the Communication department at UT-PA. If you
More informationManagers Self- Assessment Questionnaire. HWDSB Managers Self-Assessment: September 2012 1
Managers Self- Assessment Questionnaire HWDSB Managers Self-Assessment: September 0 How to Use This Self-Assessment This self-assessment questionnaire is intended to help managers focus on and evaluate
More informationCorporate Policy and Procedure
Page Page 1 of 9 TAB: SECTION: SUBJECT: HUMAN RESOURCES RECRUITMENT EMPLOYEE RECRUITMENT POLICY STATEMENT PURPOSE SCOPE The City of Mississauga ensures equality in employment for all applicants and is
More informationYouth Career Development
GUIDE TO GIVING Youth Career Development HOW TO USE THIS GUIDE STEP 1 EDUCATION AND YOUTH DEVELOPMENT Understanding the Recommended Approach to Youth Career Development Are you interested in youth career
More informationJFK UNIVERSITY COMMUNITY COUNSELING CENTERS: A ROADMAP TO BUILDING ROBUST AND RESILIENT COUNSELING CENTERS
JFK UNIVERSITY COMMUNITY COUNSELING CENTERS: A ROADMAP TO BUILDING ROBUST AND RESILIENT COUNSELING CENTERS JFKU CCC 3-Year Strategic Plan EXECUTIVE SUMMARY With the publication of its Strategic Plan for
More informationIntroduction. Page 2 of 11
Page 1 of 11 Introduction It has been a year since The Walton Centre brought its recruitment function in-house and it was critical that the organisation took this step. This is a specialist organisation
More informationREVISING AND RECRUITING: REACHING OUT TO THE EARLY EDUCATION WORKFORCE. Anne McLaughlin Danielle Holland Community College of Baltimore County
REVISING AND RECRUITING: REACHING OUT TO THE EARLY EDUCATION WORKFORCE Anne McLaughlin Danielle Holland Community College of Baltimore County Our Goals Offer the best program possible for current and future
More informationMCCA Minimum Salary Guideline Scale Five For
Manitoba Child Care Association MCCA Minimum Salary Guideline Scale Five For Group Child Care Centres Phase In 2005-2007 2nd Flr. 2350 McPhillips Street Winnipeg, Manitoba R2V 4J6 PH: 1-204-586-8587 Toll
More informationOffice of the Superintendent of Schools MONTGOMERY COUNTY PUBLIC SCHOOLS Rockville, Maryland. December 9, 2014
DISCUSSION Office of the Superintendent of Schools MONTGOMERY COUNTY PUBLIC SCHOOLS Rockville, Maryland December 9, 2014 MEMORANDUM To: From: Subject: Members of the Board of Education Joshua P. Starr,
More informationState Plan for Vocational Rehabilitation & Supported Employment Services FFY 2011-2013 Attachment 4.10 Comprehensive System of Personnel Development
Kansas Rehabilitation Services State Plan for Vocational Rehabilitation & Supported Employment Services FFY 2011-2013 Attachment 4.10 Comprehensive System of Personnel Development The Kansas Rehabilitation
More informationTompkins County Department of Administration
Tompkins County Department of Administration 125 East Court Street Ithaca, NY 14850 Phone: (607) 274-5551 Fax: (607) 274-5558 COUNTY ADMINISTRATOR Joe Mareane DEPUTY COUNTY ADMINISTRATOR Paula E. F. Younger
More informationThe Leadership Mystery Defining Leadership Success through Competency Modeling and Workforce Analytics
viapeople Insight - Whitepaper The Leadership Mystery Defining Leadership Success through Competency Modeling and Workforce Analytics Karen N. Caruso, Ph.D. Amanda Seidler, Ph.D. The Leadership Mystery:
More informationFrontline Supervisor Structured Behavioral Interview Questions
National Frontline Supervisor Competencies Frontline Supervisor Structured Behavioral Interview s April, 2013 Research & Training Center on Community Living Institute on Community Integration (UCEDD) Published
More informationLeadership and Management Competencies
Leadership and Management Competencies 0 The Saskatchewan Public Service Vision: The Best Public Service in Canada Our Commitment to Excellence Dedicated to service excellence, we demonstrate innovation,
More informationTWC Input on WIOA NPRM Title IV
TWC Input on WIOA NPRM Title IV Reference(s): 361.1 This section changes the purpose of this act from "prepare for and engage in gainful employment" to "prepare for and engage in competitive integrated
More informationThe Role and Responsibilities of the Managing Partner Timothy I. Michel, CPA
The Role and Responsibilities of the Managing Partner Timothy I. Michel, CPA I became the managing partner (MP) in my prior firm after having spent 25 years serving clients as a practice partner. During
More informationAffordable, Quality Child Care: A Great Place to Grow! June 2016
Affordable, Quality Child Care: A Great Place to Grow! June 2016 Table of Contents 1 Introduction 3 Affordability 5 Quality 7 Support and Development of the Workforce 11 Accessibility 13 Structure and
More informationSchool Focused Youth Service Supporting the engagement and re-engagement of at risk young people in learning. Guidelines 2013 2015
School Focused Youth Service Supporting the engagement and re-engagement of at risk young people in learning Guidelines 2013 2015 Published by the Communications Division for Student Inclusion and Engagement
More informationFigure 1 The IWC s conceptual model of effective water leaders.
IWC Water Leadership Program Readiness Self-assessment Tool The purpose of this self-assessment tool is to guide you through a set of questions that should help to determine: whether the International
More informationTechnical Review Coversheet
Status: Submitted Last Updated: 8/6/1 4:17 PM Technical Review Coversheet Applicant: Seattle Public Schools -- Strategic Planning and Alliances, (S385A1135) Reader #1: ********** Questions Evaluation Criteria
More informationComprehensive System of Personnel Development (CSPD): Attachment 4.10
Comprehensive System of Personnel Development (CSPD): Qualified Personnel Providing Vocational Rehabilitation Services The Office of Adult Career and Continuing Education Services Vocational Rehabilitation
More informationHuman Resources Pillar
Human Resources Pillar Policy No. 5.0 Date Approved: Dec. 2012 Projected Review Date: Dec. 2016 PURPOSE: Hamilton-Wentworth District School Board (HWDSB) believes that attracting, recruiting and retaining
More informationADDICTION RECOVERY SERVICES
ADDICTION RECOVERY SERVICES Helping families achieve long-term recovery Recovery Starts Today 877.538.5425 When I saw how wide-spread Addiction had become, I knew that I had to take action. Our programs
More information2-1-1 First Call for Help Request for Proposals For Temporary Staffing for Non-Profit Call Center
2-1-1 First Call for Help Request for Proposals For Temporary Staffing for Non-Profit Call Center BACKGROUND 2-1-1 First Call for Help is a 501(c) (3) tax-exempt organization, which provides access via
More informationOrange County Small Learning Communities Site Implementation Checklist
Orange County Small Learning Communities Site Implementation Checklist Cohort V, Year 2, 2006-07 OCDE SLC Goals: 1. Increase student academic performance in literacy & mathematics 2. Provide personalized
More informationOrganisational and Leadership Development at UWS
Organisational and Leadership Development at UWS Context The University of Western Sydney s (UWS) leadership development framework is underpinned by the recognition that its managers and leaders have a
More informationJOHNSON-SHOYAMA GRADUATE SCHOOL OF PUBLIC POLICY EXECUTIVE INTERNSHIP MENTOR HANDBOOK
JOHNSON-SHOYAMA GRADUATE SCHOOL OF PUBLIC POLICY EXECUTIVE INTERNSHIP MENTOR HANDBOOK September 2015 Table of Contents PART I: OVERVIEW AND INTERN REQUEST... 3 A. Introduction... 3 B. Program Overview...
More informationOnline Certification Course Catalog
Online Certification Course Catalog The Special Needs Life Quality Coach online certification program is offered through the Training, Education, Research & Innovation (TERI). In 2010, TERI celebrated
More informationReport to Congress. Vocational Rehabilitation and Employment Longitudinal Study
Report to Congress Vocational Rehabilitation and Employment Longitudinal Study July, 2011 TABLE OF CONTENTS Executive Summary 2 Section 1: Overview (VR&E) 5 Section 1A: Services Provided by VR&E s VetSuccess
More informationREPORT OF THE SERVICE DIRECTOR CUSTOM ERS AND HUMAN RESOURCES WORK BASED COACHING IN NOTTINGHAMSHIRE COUNTY COUNCIL
Report to Personnel Committee REPORT OF THE SERVICE DIRECTOR CUSTOM ERS AND HUMAN RESOURCES 20th January 2016 WORK BASED COACHING IN NOTTINGHAMSHIRE COUNTY COUNCIL Agenda Item: 4 Purpose of the Report
More information