Digital Supervisor Analysis

The first activity is that they advertise by sending mails, newsletters and conducting reports for their

The Department’s sergeants and other supervisors have the most influence and impact on these front-line personnel. Many of DSD’s direct supervisors are dedicated and hardworking individuals who strive to treat their employees well and support them in their daily activities. Yet our assessment revealed a number of concerns that need to be addressed by the new Sheriff and members of the command staff. Command deputies need to be more consistent in their expectations of subordinates. This will help employees better understand the Department’s priorities and what actions and behaviors they need to adopt and demonstrate in order to advance DSD goals. Direct supervisors and DSD leaders have a critical role in building morale

An agency producer represents the customer throughout the workflow of creating promotional products and advertisement. They follow the project from inception to completion with the responsibility of keeping the project on time, and on the budget. They are also in charge of making sure the product meets the customer’s expectation and quality. (F. Morales, personal communication, November 5, 2015)

Sarah has experience managing teams and groups, online content, production schedules, and multiple projects simultaneously.

This third party implementation started December 7th with the anticipation to go life within the same month based on the External Communication Plan (Appendix A) with Viewpost facilitator Kristin Flentke, Information Technology Representative, James Collins, and Director Net Revenue & Analyst, Andrew Whitlock. Accounts Payable team joined soon after, starting with Manager of Accounts Payable, Kay Hamilton, Supervisor of Accounts Payable, Gregory Bush, follow by Supervisor Business System Analyst, Allison Baschnagel and her team, Karla Smith, and Megan Wilson, who are both Business System Analyst. Vendors Services Team was the last to join that included Eiden Hughes and I, to contribute with onboarding vendors. In order to communicate effectively

It has come to my attention that some of our supervisors are not following our scheduling advance time off policy and procedures, Such as vacations or pre-scheduled doctor’s appointments. Employees are required to ask for and receive permission for scheduling time off in advance. Some of our supervisors are allowing employees to use the eCATS system as a substitute for communicating with their supervisor when requesting time off in advance, but as presented in my supervisor training eCATS is not to be used as a substitute for communicating such requests. Employees must be encouraged to speak directly with their supervisors when requesting time off. This must be enforced by supervisors for employees requesting to schedule time off and all requests

A couple examples. During my assignment as training supervisor at our police academy, I had to tactfully address how some of the fulltime class and firearms instructors were conducting training. Some of them thought they were Drill Instructors and other through they were score keeper instead of actually instructing and improving firearms skills. This created an uncomfortable situation for those coming to the academy for training. They were nervous and scared, instead of being excited about learning and improving skills. In the end, I was able to turn things around, creating a better environment for those coming out to train and for those assigned to the academy.

In any school, student learning is the ultimate goal and the focus of an effective learning community. In today’s society, the education system is called upon to teach all students at high levels. It has been established through significant research that teachers have a high impact on student learning, according to the RAND Corporation, “research suggests that, among school-related factors, teachers matter most. When it comes to student performance on reading and math tests, a teacher is estimated to have two to three times the impact of any other school factor, including services, facilities, and even leadership.”

I am applying for entrance in certificate program in Montclair State University to gain Supervisor Advanced Certification. The purpose I am applying to this program is to move my experience in education into higher level. I am also aiming to prepare myself to serve my community as an educational supervisor. I believe that I am a good candidate due to my experience in education.

Aspects Essential in Identifying the Appropriate Members for a Team and Ensuring the Team Is Successfully Launched

From my previous experience, I found that supervision can help significantly to improve my professional practice in work with families, especially with complex cases. Therefore I highly value a regular and structured supervision in the workplace in order to be able to reflecting on and learning from the practice.

I have a very strong interest in obtaining the Behavioral Technician position at Exceptional Student Education Center. I am currently completing my Master’s in Psychology specializing in Applied Behavioral Analysis. My background experience consists of working with children as well as teens with challenging behaviors in educational, residential and high facility settings. I offer a diverse background with the ability to engage individuals and build positive rapports with youth.

In the Supervisor Role Play exercise I confronted a new employee about her Excel spreadsheet knowledge. Her co-workers had been complaining about her work and questioning her capabilities.

I would collaborate with the unit manager to design the team. We will select diverse champions with different backgrounds, experiences, skills and qualifications. After forming the team, using the similar assessment tools, I will assess the members. This is to evaluate their strengths and weaknesses. I would provide the team with the clear idea about the project, purposes, activities included, goals and the timeline to achieve the goals. Depending on the strengths and weaknesses of the members, I will assign the job to the team. The purpose of the activities planned is to make sure the staff are in compliance with the existing policies and protocols of the unit. The team will do chart audits and tracking of the staff activities to ensure the

Supervision theories and practices began emerging as soon as counsellors started to train other counsellors (Bernard & Goodyear, 2009). Several different theoretical models have developed to clarify and support counselling supervision. The focus of early models of supervision had generally been based on counselling theories (such as Cognitive Behavioural Therapy, Adlerian or client-centred), but these orientation-specific models have begun to be challenged as supervision has many characteristics that are different to counselling. Competency as a counsellor does not automatically translate into competency as a supervisor, and when supervisee/supervisor orientations differ, conflicts may arise (Falender &