AT & T Competency Essay

In my child care setting, I work hard to provide all children with a safe and healthy learning environment. I research and follow strict standards available from the state related to preventing and reducing injury and illness, helping children feel safe, following sound nutrition and fitness practices, and creating an enriching learning environment.

It is important to ensure that we meet the need of the students on every level. One effective way to do this is to observe, assess, and record children’s efforts and progress. In this way, an educator can prepare to help a child’s progression in the class. Being able to track and refer to the progress of a child helps to ensure greater levels of success. In the end, our program is only as successful as the children in our care. Record keeping can identify areas that need improvement, and allows us to teach to their strong points.

In 1889 Jane Adams along with Ellen Gates Starr, as the pioneer or "Mother" of social work opened the doors to Chicago's Hull House, which provided social services that included: child care; education in history, music, and mathematics; a library, employment assistance; as well as many others to immigrant communities in the city (NASW 60th Anniversary Interactive Timeline, 2016). Today, the philanthropic work of two women has become the field of social work, with thousands of professional social workers continuing the work they started. Like everything else, the field of social work has evolved over the years to to become a diverse and expanding field. According to the text “Social Work Values and Ethics” by Fredrick G. Reamer (2013), “at its infancy in the late

Pennsylvania Department of Education Bureau of Career & Technical Education CDA-Ready Certificate Documentation Infant/Toddler (Developed from The Child Development Associate: Assessment System and Competency Standards Infant/Toddler Caregivers in Center-based Programs, Second Edition, ©2006, www.cdacouncil.org ). Student Name: _______________________________________________________________ School: Instructor: ___________________________________________________________ Instructor Contact Information Phone: E-mail: __________________________________________ _____________________________________________________________________ Requirements Enrolled in approved Child Care Program, CIP 19.0708, or FCS Child

* What did you learn about what you like and dislike from your past work experience?

To provide a developmentally appropriate learning environment that is safe, healthy, respectful and supportive of children and families. For the learning environment to be safe, I ensure that I always check identification, and have parents notify me whenever someone new to the list will be picking up. I always bring my roster with me to ensure I have all my children with me. I do a roll call every time we get to a new area after traveling anywhere away from our room, and before leaving the room. Another way that I make the learning environment safe is by covering all the outlets in the room, and making sure sharp or dangerous objects are put away, and out of the children’s reach. I put cleaning supplies and other chemicals in high locked cabinets.

There are six (6) competencies that every result driven employee must obtain in order to meet organizational goals and customer expectations. They are: accountability, customer service, decisiveness, entrepreneurship, problem solving and technical credibility. Accountability is one’s ability to hold her and other accountable for noticeable supremacy, profitable results in a timely matter. To be successful at accountability one must set priorities, establish objectives, delegate work, admit when one makes an oversight, obeys with company guidelines. Customer service is a requirement for internal and external customers; one must anticipate and meet both their needs while delivering high-quality merchandise and assistances. A continuous improvement is a requirement for customer service. Decisiveness will help one make an effective and educated, but timely decision regardless of the amount of data available or if one’s decision has unfavorable consequences. Distinguishes the possible impact and implications of one’s choices. Entrepreneurship will assist with a successful future with the organization by pinpointing new opportunities. Assistances with building the organization by developing or improving existing merchandise or services. Entrepreneurship will take computed possibilities to achieve organizational objectives. Problem solving will assist in identifying and analyzing possible problems, calculate and produce alternative results, consider the significance and

These are the skills and competencies I have learned through my studies at Walden University. Kaslow, Grus, Campbell, & Fouad, et al. (2009) stated professionalism comes from my respect for those who need help. Integrity can be built with confidence in the therapist. Attitudes are charitable, polite, caring emotions toward others that fuel my motivation toward helping. This concern welfare of others comes from my religious and personal experiences as a child and young adult.

Title VII states that an employee cannot be treated differently because of sex unless sex is a bona fide occupational qualification (BFOQ). When used as a defense, bona fide occupational qualification (BFOQ) allows an organization to hire and employ individuals on the basis of the qualifications reasonably necessary to the normal operation of that particular business or enterprise. This paper will discuss the necessary steps employers must take in order to justify using sex as a discriminator when hiring employees and review some known cases where BFOQ was used as a defense.

Competencies can be used to provide the behaviours needed at work to achieve the business strategy, and enable organisations to form a model of the kinds of employee it wishes to attract through recruitment.

Core competencies are the most significant value creating skills within a company and key areas of expertise that are distinctive to a company and critical to the company's long-term growth. Core competencies are the pieces that a company is superior than its competitors in the critical, central areas of the company where the most value is added to its products. These areas of expertise may be in any area from product development to employee dedication. A competence which is central to business's operations but which is not exceptional in some way is not considered as a core competence, as it will not generate a differentiated advantage over rival businesses. It follows from the concept of core competencies; resources that are

There are many jobs out there that require the applicant to be certified in specific things. This can be from being certified to drive a forklift or being certified to work on a specific computer such as Macintosh or Windows and from being a pastor to being able to drive a motorcycle. There are many certifications that can be earned in a life time. This paper is mainly going to focus on why certification is used in the tech industry.

Competitive corporate environment it is important that companies pay attention to their employees’ abilities to perform their duties. What is actually important is for companies to continuously study not only how they can perform well for the customers but they also have to address the issue on how they can maintain a highly effective staff. To achieve this they should have strategies in place to measure their employees’ skills, knowledge, and attitude. This will assist in better planning strategies needed to have an effective retention program in place to measure the learning and growth perspective.

·     Training - Employees want to increase their skills, knowledge, and abilities to remain marketable. It gives them a sense of job security. In today's workplace, the more training employees get, the more likely the employer will retain them. "According to a 1999 Emerging Workforce Study conducted by Interim Services and Louis Harris and Associates: Among employees who say their company offers poor training, 41 percent plan to leave within a year, versus only 12 percent of those who rate training opportunities as excellent. (Business Week, March 1, 1999)"

I received promotions within the company and learned to train other employees with what I have learned.