Professional Development Plan As the Chief Nursing Officer (CNO) for a small rural forty bed Inpatient Rehabilitation Hospital (IRF)‚ the professional development plan of the staff is very near and dear to my heart. Poorly prepared of nurses who have not engaged actively in personal and professional growth are less than optimal for either the patients or the facility. Years past I have worked for companies that was not invested in professional growth nor spending the necessary funding for staff education
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Self-Reflection‚ week two assignment two Self-Reflection University of Phoenix Sharon Hughes Comm/310 November 16‚ 2011 The verbal and non-verbal speaking anxiety signs I noticed in myself was that I kept fidgeting‚ and touching my hair or face. I felt the rate of my speaking was too fast and I was stuttering. I did not move around at all and my feet were crossed the whole time of my speech. During my presentation I need to multi-task by speaking about my topic as I am presenting whatever
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ONE –YEAR INSTITUTIONAL DEVELOPMENT PLAN School Year 2009 – 2010 ADMINISTRATION Programs / Objectives Projects / Activities Performance Indicators Person/s Responsible Time Frame Budget Allocation A. Organizational Development Program 1. Strengthen the management for adequate‚ efficient services rendered to students and faculty 1.1. Annual review of the organizational structure 1.2. Streamline the organizational flow and procedure 1.3. Promote formal and regular evaluation
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From: Kayayetta Dukes To: Lana Lincoln Subject: Self Evaluation January 17th 2012 Dear Mrs. Lincoln‚ Here is my yearly self-evaluation report about the managerial decisions I have made regarding the restaurant’s employee retention issues we face. As we have previously discussed at meetings our employee retention ratio to turnover is fairly poor for a restaurant. I think many establishments face this challenge of retaining good employees and there are several reasons that are to blame for
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Development Plan of a HR Officer Employee Code: 1234 Department/Unit: Human Resource Classification: HR officer Supervisor: HR manager NEXT POSITION FOR HR OFFICER: HR MANAGER Planning Session: The first step is to access the current skills level of the individual to identify further training and development needs. The following table can be used to rate an individual. Job Skills: Rating Scale: Employee is to be rated using the criteria below. Please place
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CAREER DEVELOPMENT PLAN II The career development plan begins with an introduction to training and learning evaluation for the new hires of InterClean. The introduction also explains that for training evaluation to be truly effective‚ the training and development itself must be appropriate for the employee and the situation. Good modern personal development and evaluation extend beyond the obvious knowledge and skills required for the job or organization. Effective personal development must also
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SECTION 2 : Personal Data : SECTION 3 : SECTION 4 : SECTION 5 SECTION 6 SECTION 7 : SECTION 8 : Academic & Professional Qualifications Employment History Continuing Professional Development ( CPD) Activities Professional Development Plan Evidence of Achievement Reflective Practice Appendix : : Acknowledgment: The Nursing Professional Portfolio Group is using this opportunity to express their
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Leadership Development Plan By LaJuana Woods Leadership in the 21st Century Professor Vicki Boone MGMT 592 April 21‚ 2013 Leadership Journey • Taking classes to help me understand what I need to do to become a leader. • Reading the necessary information to help me gain the knowledge of understanding on how to be a good leader. • And getting the hands on approach while working in an organization to get a better knowledge on how the leadership position is supposed is supposed to be managed. 2 Information
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Development Plan Introduction Being a “just starting” business‚ Filitalia’s plans are still just in the basic level to procure its desired goals. And that is to‚ surely though slowly‚ let our main target market know our name and maintain the business by regaining the capital and repeat operation in a cycle of complete succession. The product makes little or no money at this stage. And‚ being “new”‚ the company would need to make a good job of introducing the product to the customers. They
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“STUDY THE CONSUMER AWARENESS ABOUT NANDINI MILK AND MILK PRODUCTS AND IMPACT OF PROMOTIONAL ACTIVITIES ON CREATING AWARENESS.” Under taken at [pic] Dharwad Milk Union‚ A Subsidiary of Karnataka Milk Federation Table of Contents |Sl.no |Particulars |Page No. | |1. |Executive Summary
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