Professional Development Plan Essay

Theory and practice of supervision 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

be given ample opportunity and time to correct those deficiencies. Termination of staff should be a last option after all other options have been exhausted. A strong staff development program should be designed by a committee consisting of administration and select teachers who excel during evaluations. Staff development programs should begin with understanding of the goals and objectives of the school and the district, followed by a needs assessment based on which goals and objectives are not

at age 55 years. In light of these facts, it is little wonder that nursing has begun to focus attention on expand¬ing retention programs beyond the promotion of job satisfaction, safety, respect, and financial security plans, and gain sharing (Palumbo et al., 2009) to the development of infrastructure services that meet the diverse needs of current employees.

Personal Development Plan Description of activity to be undertaken Activity type Benefits Timeline Resources required When completed 1.Planing of good customer services. Internal training. It will increase the ratio of customers .It will increase the finances of company. 2 months. Meetings Seminars Tea parties etc On time 2.Traning of staff on budget reports. Internal training. Provides support to upper management and increase the determination of responsibilities. 3 Months. Financial manager to

Personal Development as a Manager & Leader Author: Liz Oram Kent County Council 16th December 2011 Contents Executive Summary …………………Page 3 Introduction …………………………..Page 3 Section 1………………………………Page 3 Section 2………………………………Page 5 Section 3………………………………Page 7 Section 4………………………………Page 10 Conclusion…………………………….Page 12 Recommendation……………………

I follow all the policies and procedures to minimise the risk as far as possible I must uphold public trust and confidence in social care service I do it by not having tolerance for abuse, neglect, unlawful treating others, also by maintaining professional relationships with my residents and colleagues I must be accountable for my work and maintaining and developing my knowledge and skills I do it by undertaking all necessary trainings that allow me to do my job to the highest standards, also to

Contents Summary Introduction Findings: Section 1: Know how to identify development needs Assessment Criteria (AC) AC1.1 Identify your own learning style(s) and the learning style(s) of another member of the team. AC1.2 Using a simple technique for identifying own development needs and the development needs of another member of the team. AC1.3 Identify potential barriers to learning AC1.4 Explain how barriers to learning can be overcome Section 2 Know how to develop self and others to

After writing my Professional Development Plan, I thought about a person who had knowledge of my desired position, but who also had experienced things in their life that would translate into their work ethics. After much thought, I turned to Dana Yorko. A family friend and a woman who has had experience in both the corporate world and life. Dana currently works as an General Manager for a company titled American Executive Centers. Our entire interview spent a total of three days, which consisted

CURRENT DIVERSITY PROGRAMS AICPA Initiatives The AICPA formally launched a national program to integrate the accounting profession in 1969 by establishing the Minority Initiatives Committee (MIC). The MIC was chartered to assist underrepresented minorities in becoming CPAs by: • Encouraging talented individuals to attend college and major in accounting. • Provide educational opportunities to prepare minorities to enter the profession. • Encourage hiring of minorities in order to integrate the profession

Introduction The primary focus of this paper is to reflect on an E-learning staff development training event that I observed for the last six years as a participant. The E-learning training utilized the same method and the same material during this time. The staff development training is an annual requirement for teachers to complete before the beginning of each school year. This training was mandatory and supported the concept of safe schools. The objective of the training was highlighted