...Project Control and Evaluation Paper Introduction The Network Enterprise Center (NEC) has begun its annually training project and is now in the execution phase of the training. During this phase of training, I will discuss topics such as control, risk factors, how to measures project quality and I will explain the post –implementation review and will end with the summary. Potential risk that could impact project success: There are unlimited risks that can impact the project’s success; here are just two that could impact the Network Enterprise Center’s training. 1. During day one of training, it was determined that the guest speaker, will not arrive until day two of the training, due to a mix up in the scheduling. The training manager received the word on the day of training and informed the Director of the Network Enterprise Center and held a meeting to determine an alternate course of actions. Prior to the start of the training the decision was made that the Director would fill in the slot for the Guess Speaker; this action was in the Network Enterprise Center’s contingency plan and will remain there until otherwise changed. 2. After the arrival of the personnel involved in the training project, it was determined that there are more people than expected attending this training project and that this will impact the conference room because of the capacity and the lunch menu will have to be increased . Initially only 100 people were attending the training project, however...
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...AFTER ACTION REVIEW SECTION I. ADMINISTRATIVE DATA Task(s) Task Number Task Title Taught or After Action Review Supported Task(s) Task Number Task Title Supported N/A NA Academic The academic hours to teach this class are as follows: Hours PEACETIME HOURS/METHODS 100 mins/CO/PE/ 20 minutes video Total Hours 2 hrs Test Lesson Type of Test: Brigade Certification Test Number Total Hours: 3 hours Prerequisite Lesson Number Lesson Title Lesson(s) None None Clearance There are no clearance or access requirements for this lesson. and Access References |NUMBER |TITLE |DATE |PARA/ | | | | |PAGE | | | | |NO. ALL | |TC 25-20 |A Leader’s Guide To After Action Reviews |Sept 93 |All | |TC 25-10 |A Leader’s Guide To Lane Training |Aug 96 |Chapter 5 | Student Provide Slides to students one day prior to the start of class. Students Study must be prepared to discuss the Slides during class. Scan TC 25-20. Assignments Instructor One instructor, familiar with TC 25-20, Requirements Additional...
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... • pitching presentations at an inappropriate level. They should be suitable for everyone in the audience and for their roles within the organisation; • the office manager or HR providing all the information. It should be a shared process involving the team; and • creating an induction programme which generates unreasonable expectations by overselling the job. INDUCTION PLAN 1 week In advance of start date Action | Responsible | Allocate work area | Line manager | Confirm desk is ready | Line manager | Confirm that equipment is available | Line manager | Contact new employee and agree time to attend on first day – who to ask for etc | Line manager | Inform all staff of imminent arrival of new employee/new role | Line manager | Set induction meeting dates in advance, including regular review | Line manager | Agree dates for input with other employees and give induction record sheet to relevant parties | Line manager | Day 1 Action | Responsible | Meet new employee and welcome to the company | Line manager | Introduce new employee to other staff | Line manager | Show new employee where desk/work area is | Line manager | Set up of relevant equipment – e.g. phone etc | Line manager | Explain main contacts – Manager, Office Manager, etc | Line manager | Introduce New...
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...the month1:00 – 2:30PM | Building CC203Teleconference1-777-472-0493Code: 55555 | Project Manager | Project Team | Technical/Production Review Meetings * Pre-production plan * Production plan * Pre-production run review * Performance startup | Per project schedule | TBD | Project Manager | Project TeamFunctional Area Manager | Building Design Review | Per project schedule | TBD | Facility SpecialistArchitect | Project TeamProject Board Members | Progress Review Meetings | Quarterly4th business day of quarterTime TBD | Building AA209(Net Meeting as necessary) | Project Manager | Project Board MembersAdd’l Team Members, as needed | Problem-Solving Meetings | As needed | TBD | Person who calls and leads the meeting | TBD | Immediate Action Required | As needed(via phone and/or IM) | n/a | Person requiring action | TBD | WRITTEN COMMUNICATION | WHAT | DUE WHEN | METHOD OF DELIVERY | SENDER | RECEIVER | Meeting Agendas | 3 business days prior to meeting | EMAIL | Owner of the Meeting or facilitator | All participants(meeting specific) | Meeting Minutes(project status, technical review, building design review, problem-solving, progress review) | 2-3 business days after the meeting | EMAIL | Owner of the Meeting | All participants(meeting specific) | Action Item Log(included in project status minutes) | 2-3 days after the Project Status Meetings | EMAIL | Note Taker | All...
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...LWC1 - Fundamentals of Business Law and Ethics Course of Study Your competence will be assessed as you complete the LWC1 objective assessment for this course of study. This course of study may take up to 10 weeks to complete. Introduction Overview There are the two major subdomains of study within the Fundamentals of Business Law and Ethics Course of Study: business law and business ethics. The exam covers 11 business law and ethics concepts, including the following: contractual relationship government regulation of business dispute resolution labor and employment law hiring and employment practices warranties, negligence, and liabilities Sarbanes-Oxley Act ethical issues in business ethical leadership ethics programs use of company resources You likely have had some experience with the legal system, either through your own encounters or merely through listening to the nightly news, and you have probably read or heard about various ethical and legal issues causing financial upheaval in today's business world. This background will serve you well in this study. Now you can expand on that experience, and perhaps refine and enhance your own views on these issues. Once you complete this course of study, you will have demonstrated a level of competence that you can immediately use in your work setting and career. Outcomes and Evaluation There are 10 competencies covered by this course of study; they are listed in the "Competencies for Fundamentals of Business Law and Ethics...
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...| EMPLOYEE POLICYHANDBOOK | C O M M I T M E N T | | REVISED ON28 February 2016 | | | THE MANDLEY GROUP | TABLE OF CONTENTS I. WELCOME 3 POLICY CHANGES/EMPLOYMENT-AT-WILL/EEO & ADA 5 II. EMPLOYMENT POLICIES 5 EMPLOYEE BEHAVIOR EXPECTATIONS 5 DISCIPLINE POLICY 6 PENALITIES FOR SPECIFIC OFFENSES 7-9 SUSPENSIONS & INVESTIGATIONS 8-9 PERFORMANCE MANAGEMENT POLICY 9-10 PERFORMANCE REVIEW TEMPLATE 11-13 PERFORMANCE IMPROVEMENT TEMPLATE 14-16 RECEIPT OF EMPLOYEE HANDBOOK AGREEMENT & AT-WILL POLICY 17 WELCOME TO OUR ORGANIZATION Dear Employee: Welcome to our organization. We are pleased that you selected to serve the most deserving clients in the world. Your professional and personal contribution to our organization will make a difference. This employee policy handbook is not all inclusive and is designed to help you learn the basics about our organization and its policies. If you have any questions on the information provided, ask your immediate supervisor, or the Human Resources Office. We all must work together to maintain a highly productive and efficient organization and your commitment is required. If you have questions, ask. If you have concerns, voice them. If you have ideas, bring them forward. We are counting on you to make a difference. We sincerely...
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...Attendance PURPOSE: Ensure consistent administration of attendance management issues. Establish employee and supervisor responsibilities regarding attendance. ASSUMPTIONS: Good attendance is a condition of employment. Sick leave is a benefit to be used only for its intended purpose. KEY ASPECTS: Employees are responsible for: making every reasonable effort to be present as scheduled, arriving, leaving and taking breaks on time and providing timely notice of situations affecting attendance. Supervisors are responsible for: monitoring employee attendance, discussing uses of leave with employees, problem-solving with employees and taking appropriate corrective action. Corrective Action Categories: Acceptable Absenteeism -- When an employee is absent for a serious illness, for extended or repeated periods of time, adversely affecting productivity. Acceptable absenteeism is administered on a case-by-case basis by each department with assistance from Human Resources and Occupational Health and Safety. Abuses of Leave and Excessive Tardiness are handled through normal discipline guidelines. Questionable Use of Leave -- The supervisor/manager, shall discuss the employee’s use of leave with the employee and may decide, in consultation with his/her supervisor/manager, to place the employee on the Employee Attendance Program (EAP). While on EAP, the employee must produce a doctor's certificate in order to receive paid sick leave. The program must be communicated in a positive...
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...Objectives 1 Category 2. Forced Modification of Scope 1 Category 3. Possible Modification of Scope – 1 Plan to Review and Approve Requested Changes 3 Change management process 4 Change Request Process Flow Requirements 4 Change Request Form and Change Management Log 5 Plan for Managing Approved Change Procedures 5 Evaluating and Authorizing Change Requests 6 Types of Change Requests 7 Status of Change Requests 7 Plan for Corrective and Preventative Action Procedures 8 Overview of CAPA 8 Corrective and Preventative Action Procedure 8 Plan for Areas that Needed to be Updated After Approved Changes Are Implemented 10 Plan for Controlling Project Quality from Standards Based on Quality Report Procedures 10 Control procedures 11 Control methods 11 Quality procedures 11 References 12 Triplicty Events Integrate Change Control Plan Plan to Setup Change Control Board (CCB) Change requests are inevitable in any project. In order to effectively manage the changes for the Triplicty project, a change control board (CCB) has been devised to review and prioritize changes presented during the course of the project. The CCB can range from the Group 2 project managers and the Triplicity management teams meeting on a regular basis to review requests. These requests may be review either formally or informally. It is possible that additional review will be required by various committee representatives throughout the organization. There are three categories of...
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...Clause-by-clause explanation of ISO 9001:2008 WHITE PAPER October 29, 2014 Copyright ©2014 9001Academy. All rights reserved. Table of contents 0. INTRODUCTION .................................................................................................. 4 1. PROCESS AND PROCESS APPROACH................................................................... 4 1.1. 1.2. TERMS AND DEFINITIONS .............................................................................................................................. 4 PROCESS APPROACH IMPACT ......................................................................................................................... 5 2. PROCESS PLANNING .......................................................................................... 6 2.1. 2.2. PROCESS ESTABLISHMENT ............................................................................................................................. 6 PROCESS ANALYSIS ...................................................................................................................................... 7 3. CUSTOMER-FOCUSED ORGANIZATION ................................................................. 7 4. QUALITY MANAGEMENT SYSTEM ......................................................................... 7 4.1. GENERAL ................................................................................................................................................... 7 ...
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...Constitution allows the process due to be tailored to fit realities of the situation. U.S.C.A. Const.Amend. 5. *1510 Lynn Wright, with whom Robin F. Price and Edwards and Angell, New York City, were on supplemental brief, for plaintiffs, appellants. George W. Van Cleve, Deputy Asst. Atty. Gen., with whom Barry Hartman, Asst. Atty. Gen., Washington, D.C., Wayne A. Budd, U.S. Atty., George B. Henderson, II, Asst. U.S. Atty., Boston, Mass., Stephen L. Samuels, Steve C. Gold, Jacques B. Gelin, Attys., Dept. of Justice, Charles Openschowski, Office of Gen. Counsel, E.P.A. and Luis Rodriguez, Asst. Regional Counsel, E.P.A., Washington, D.C., were on supplemental brief, for defendants, appellees. OPINION EN BANC TORRUELLA, Circuit Judge. After removing hazardous substances from property belonging to the Reardons, EPA filed a notice of lien on the property for the amount spent. See 42 U.S.C. § 9607(l ). The Reardons sued to have the notice of lien removed, arguing that they were not liable for the cleanup costs, that the lien was overextensive in that it covered parcels not involved in the clean-up, and that the filing of the lien notice without a hearing deprived them of property without due process. The...
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...First, you will receive a letter to inform you of an upcoming audit. The auditor will send you a preliminary checklist. This is a list of documents (e.g. organization charts, financial statements) that will help the auditor learn about your unit before planning the audit. ------------------------------------------------- Back to Top Planning After reviewing the information, the auditor will plan the review, conduct an engagement risk assessment, draft an audit plan, and schedule an opening meeting. ------------------------------------------------- Back to Top Opening Meeting The opening meeting should include senior management and any administrative staff that may be involved in the audit. During this meeting, the scope of the audit will be discussed. You should feel free to ask the auditors to review areas that you are concerned about. The time frame of the audit will be determined, and you should discuss any potential timing issues (e.g. vacations, deadlines) that could impact the audit. It doesn't take as much of your time as you might expect! ------------------------------------------------- Back to Top Fieldwork After the opening meeting, the auditor will finalize the audit plan and begin fieldwork. Fieldwork typically consists of talking with staff, reviewing procedure manuals, learning about your business processes, testing for compliance with applicable university policies and procedures and laws and regulations, and assessing the adequacy of internal controls...
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...Assessment Process Definition of Internal Audit The audit process is generally a ten-step procedure as outlined below. Please click through the steps in order to better understand the process. 1. Notification 2. Planning 3. Opening Meeting 4. Fieldwork 5. Communication 6. Report Drafting 7. Management Response 8. Closing Meeting 9. Report Distribution 10. Follow-up Notification First, you will receive a letter to inform you of an upcoming audit. The auditor will send you a preliminary checklist. This is a list of documents (e.g. organization charts, financial statements) that will help the auditor learn about your unit before planning the audit. Planning After reviewing the information, the auditor will plan the review, conduct a risk workshop primarily to identify key risks and raise risk awareness, draft an audit plan, and schedule an opening meeting....
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...A STRATEGIC ANALYSIS OF FARIDABAD METAL UDYOG PVT LTD A STRATEGIC ANALYSIS OF FARIDABAD METAL UDYOG PVT LTD ------------------------------------------------- SUBMITTED BY:- ------------------------------------------------- HARSHITA VERMA () ------------------------------------------------- ISHITA BHUYAN (12810038) ------------------------------------------------- NIKHIL () ------------------------------------------------- JYOTI NALKHALIYA () ------------------------------------------------- KARUN SETHI () ------------------------------------------------- KAMAL DEEP () ------------------------------------------------- ------------------------------------------------- SUBMITTED BY:- ------------------------------------------------- HARSHITA VERMA () ------------------------------------------------- ISHITA BHUYAN (12810038) ------------------------------------------------- NIKHIL () ------------------------------------------------- JYOTI NALKHALIYA () ------------------------------------------------- KARUN SETHI () ------------------------------------------------- KAMAL DEEP () ------------------------------------------------- Contents INTRODUCTION FARIDABAD METAL UDYOG PVT LTD is largely into manufacturing of high quality LPG cylinders. The main focus is being committed to customer satisfaction adhering to the highest standards of quality. Faridabad...
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...Lowe’s built several checkpoints into its involuntary separation policies to protect the company against litigation. These checkpoints are part of the policies and procedures enforced by the company and mandated before disciplinary action against employees can be taken. The first step requires the classification of the violation. The Lowe’s legal department identified and classified common employee violations into three defined violation classifications. Each classification has its list of predetermined manager actions. The pre-classifications greatly eliminate guesswork by managers and significantly reduce the chances of the improper handling of employee violations. Next the company requires the completion of a Corrective Action Report...
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...Exercise #61 Item #1 Tom, I would like to have a meeting with yourself and your supervisor to review the evaluation. Are you available on Friday at 10:00 am? Sincerely, Jane Smith HR Department Additional Action: I will email Tom Morrison’s boss and discuss the evaluation with him. I hope that in my discussion I will discover that he has set forth a course of action to discus training and performance goals with this employee in achieving a stronger performance review in the future. (Mathis, Robert, et al. pg. 357) I will be sure to discuss with him the dangers of rating patterns and contrast errors. It is important that the reviewers understand that they should steer clear of rating employees against each other and stick to rating employees to the performance standards. (pg. 358) When evaluating employees they will need to be careful they are not rating an employee by a pattern or “average.” (pg. 357) If an employee is new, there may be areas they are strong in and other areas where a coaching opportunity may be present, so it is important to give them accurate feedback. It is also important to note the benefits of giving appropriate positive review content and not to focus too much on the negative. Too often managers are guilty of sticking to the negative aspects, which discourages employees. This will only deflate them and result in loss of commitment. (Thompson) Item #2 Thank you for bringing this concern to our attention. I have discussed this situation with...
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