...Materials Management Executive Director Performance Evaluation Introduction In the world today, corporations go through a lot of red tape when developing a business. There are certain rules and regulations that should be followed. Detailed in the report will consist of the improvement of leadership evaluation in order to assist in building a successful healthcare organization. Discussions will also include the expectations of the employees and the work practices and procedures that will be obligatory. In developing the leadership evaluation management must consider language, decision-making and daily work practices. An initiative to measure and meet all necessary performance objectives must involve major improvements of the healthcare processes. The following Performance Management’s Key Components are a must with the implementation process. Planning – Set goals and measurements to communicate the company’s requirements. Developing – Address and improve performance Monitoring – Observe productivity. Does the employee comprehend the tasks being implemented? Rating – rate the performance of the employee. Rewarding – compensate and award staff When conducted properly, evaluations serve that purpose by: (1) showing employees how to improve their performance, (2) setting goals for employees, and (3) helping managers to assess subordinates' effectiveness and take actions related to hiring, promotions, demotions, training, compensation, job design, transfers, and terminations...
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...THE ROLE OF NON-EXECUTIVE DIRECTORS Essentially the non-executive director's (NED) role is to provide a creative contribution to the board by providing independent oversight and constructive challenge to the executive directors. NED could act as the 10th man in ‘10th man idea’ where his/her role is to disagree no matter how improbable the idea nine people agree on something. He/ She may present a case for an alternative viewpoint — no matter how ridiculous the idea sounds. If his evidence is still inferior and conflicts with the consensus of the other nine men, then they go through with their original plan. If the tenth man’s ideas prove to be superior, they explore his ideas further. Therefore, with NED argument and consultation, the decision that come out from boardroom has been consolidated and unbiased. The 1992 Cadbury Report initiated a debate about the main functions and responsibilities of non-executive directors. Today, it is widely accepted that non-executive directors have an important contribution to make to the proper running of companies and, therefore, more widely to the economy at large. As the Cadbury Report said, they: “should bring an independent judgement to bear on issues of strategy, performance and resources including key appointments and standards of conduct.” There is no legal distinction between executive and non-executive directors. As a consequence, in the UK unitary board structure, non-executive directors have the same legal duties,...
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...2008 Lake County Epidemiological Profile The Consumption and Consequences of Alcohol & Other Drugs in Lake County, Indiana Produced by the Lake County Sheriff’s Office, Lake County Prosecutor’s Office & Lake County Drug Free Alliance The Study Was Funded By the State of Indiana Via a Strategic Prevention Framework (SPF) State Incentive Grant (SIG) The Grant is Being Administered Under the Supervision of the Co-Chairs, Sheriff Roy Dominguez and Prosecutor, Bernard A. Carter John Ayre Key Jr., Chief of Staff With Support from Calumet College of Saint Joseph’s Public Safety Institute Completed Monday, March 18, 2008 Our Vision: A Healthy, Safe and Drug-Free County Encouraging and Enhancing Creativity and Productivity Among All Citizens Our Mission: To Eliminate Substance Abuse In Lake County This document is written for key community stakeholders and policymakers and presents data and analysis to support the development of a county-wide systemic framework and approach to reducing alcohol use and abuse and eliminating drug use in Lake County, Indiana. This document and the efforts described herein were funded through a Strategic Prevention Framework...
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...BUSINESS CASE: ESTABLISHMENT and OPERATION of the FIRST RATING AGENCY in UGANDA by XYZ RATING AGENCY AND CONSULTANCY | A. | TABLE OF CONTENTS | | | | | | S/NO. | | DESCRIPTION | PAGE | | | | | 1.0 | | BUSINESS PROFILE | 2 | | 1.1 | Business Concept | 2 | | 1.2 | The Company | 3 | | 1.3 | Mission | 4 | | 1.4 | Keys to Success | 4 | | 1.5 | Rationale | 4 | | 1.6 | Position for Growth | 5 | | | | | 2.0 | | SERVICE DESCRIPTION | 7 | | 2.1 | Company Performance Rating Services | 7 | | 2.2 | Online Business Information | 9 | | 2.3 | Business Management Consulting | 9 | | | | | 3.0 | | MARKET ANALYSIS | 13 | | 3.1 | Business Services Sector | 13 | | 3.2 | Strengths | 13 | | 3.3 | Vulnerabilities | 14 | | 3.4 | Unexploited Opportunities | 15 | | 3.5 | Marketing | 15 | | | | | 4.0 | | MANAGEMENT & ORGANIZATIONAL STRUCTURE | 16 | | 4.1 | Organizational Structure | 16 | | 4.2 | Significance of the Structure | 17 | | | | | 5.0 | | INDUSTRY SOLUTIONS | 18 | 6.0 | | FINANCIAL ASPECTS | 19 | | 6.1 | Start-Up | 19 | | 6.2 | Income Streams | 19 | | | | | | | APPENDIX I: TARGET INDUSTRY SEGMENTS | 21 | 1.0 BUSINESS PROFILE 1.1 Business Concept XYZ Rating Agency and Consultancy is a start-up company performance rating agency and consulting firm that aims at playing a central and critical role in collecting and analyzing a variety of financial, operational, industry and market information...
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...Ethics Case: Good Works Bad Accounting? The dilemma/ethical issue that arises out of this case is in the hands of Jill Lassiter. She is the newly appointed executive director of a charity dedicated to helping single mothers called Good Works for Women. She must get the financial statements in order so that they satisfy Ms. Lyndelle Oakes, the organization’s largest donor. Jill must decide whether to restate her budget using faulty estimates or to be honest about the organization’s difficulties and face losing a crucial donation. Jill knew that being the executive director of the charity would not be easy, especially considering the charity’s past financial troubles. When the last executive director quit, the board had been slow in looking for a replacement. By the time the search began, three months had past. When they hired Jill, another month after beginning their search, the board admitted that the accounting records were in disarray. But now, after spending two weeks looking over the financials, Jill could see that she had taken on a large challenge. There was a decline in fundraising efforts and donations as well. In addition, the loss of income was severe and administrative expenses had tremendously exceeded the budget. Also, when she checked the contract with Ms. Oakes, she realized the charity was behind in providing quarterly financial statements necessary to continue receiving funds. In fact, Ms. Oakes has not seen any statements since the audit conducted eight...
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...goal of the company is help these kids learn necessary skills for a better life and to gain employment opportunities. As a director there are many problems that he/she will face when trying to start their organization. The first part of this process will be the hiring process. The director should have an idea of how they want their organization ran and what type of people they want to help run it. Therefore when it’s time to start the hiring process the director need to be sure they find the most qualified individuals, ones whom also have the same ideal for the company. The problem that may come out of this process is interviewing a qualified person that wants a high salary. Starting a business a director will have to have a budget, which leaves little to no room for salary negotiations. Finding the right destination will be another issue. With having a budget this could be a challenging task. Location and size of the building has a lot to do with the price you pay. The director will have to find the right play to hold the 1,000 students projected for the first year, and also the higher amounts projected for years after. All this has to be done while trying to stay in budget. As director the next challenge that he/she may face is to find the funding to develop and keep the organization running. Once the funding is provided, the director must make sure they hold up their end of the bargain. If not then some of the funding could be lost. In the second year and...
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...Statement of opportunity The statement of opportunity is a statement showing how your organization can turn the problem (a weaker economy and people losing their jobs) into an opportunity. Your organization provides training to these people so they are marketable for higher paying positions. Human services can help with providing education in a wide variety along with helping in interventions. Caseworkers provide services to individual clients and possibly groups with various needs. I believe that the main goal would be to teach people who have drop out of school how to regain their independence and become a productive person within their communities once again. Human services can help with providing social skills and education, conduct relief programs with certain agencies and facilities. The Salvation Army is one of the agencies that focus on providing job skills to high school dropouts. This is a good way of getting some job skills and training with out the skills dropouts suffer from reduced earnings and lost of many opportunities in the work field. Impact Of Organizational Structure The impact of organizational structure discusses how the challenge affects the structure of the organization and the importance of turning the challenge into an opportunity. One way to approach this is noting that a market with trained professionals may bring business back to the area. The organization will need the staff available to train the new...
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...the country. To-date it has established 65 campuses all over Pakistan in a short span of fifteen years with more than 21,000 students. At the same time it has provided employment for approximately 1,410 faculty staff and 660 non-faculty staff for the benefit of the general populace. Among these, 17 campuses are located in the Northern Region, 11 in the Central Region and 21 in the Southern Region of the country. Most of these are located in remote areas. BEATS has brought quality education at the doorstep of children who had no access to such facilities in the past. With the expansion of the network of colleges, greater emphasis is being laid on the training of Principals and teachers to ensure quality education. BEATS is headed by the Director General BAHRIA Education and...
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...Answer Key for Budget Matrix, Due in Week Six Budget items Functional budget to determine personnel costs per member enrolled Line-item budget to determine total non-salary costs Total program budget Executive director salary x x Training supervisor salary x x Trainers salary x x Employee benefits x x Equipment x x Supplies x x Facility rent x x Travel x x Utilities x x Depreciation of equipment x x Transportation x x Outside consultants x x Indirect costs x Answer Key for Creating a Budget, Due in Week Six 1. A line-item budget table showing all associated costs implementing the training programs. Local government workforce agency—Line-item budget Revenue $1,600,000 Expenses Personnel Executive director $100,000 Training supervisor $80,000 Trainers $500,000 Administrative coordinator $45,000 Administrative staff $75,000 Total salaries and wages $800,000 Employee-related benefit expenses @ 25% $200,000 Operating expenses Rent $125,000 Overhead costs $100,000 Utilities $100,000 Office supplies $25,000 Equipment/lease $50,000 Transportation and travel $100,000 Outside consultants $100,000 Total operating expenses $600,000 Total agency budget $1,600,000 2. Develop a functional budget to calculate personnel costs per patient visit. Local government workforce agency—functional and program budget ...
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...with requests from other programs due to the submission of grant renewals and quarterly reports . This writer had to make several attempts to obtain some of the paperwork. Departments contacted included: the finance department, in order to request copies of financial audit reports, as well as assurances, IRS paperwork demonstrating proof of nonprofit status, the development department in order to obtain information on current donations from donors, etc. This writer also had to communicate with the grants manager as well as the executive director of social services, and the executive director of the Alegria program in order to provide timely updates. This writer assisted the executive directors in reviewing line item budgets, and information on previous outcomes, as well as current quality assurance practices. This writer was also allowed the opportunity to attend meetings alongside the grants manager, executive director of social services, executive director of the Alegria program,...
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...CHAPTER ONE INTRODUCTION OVERVIEW OF SIWES The Student Industrial Work Experience Scheme (SIWES) was established by Industrial Training Fund (ITF) in 1973 to solve the problem of lack of adequate practical skills preparatory for employment in industries by Nigerian graduates of tertiary institutions. It is an acceptable skill training program which forms part of the approved minimum academic standard in various degree programs for all Nigerian universities, polytechnics and college of education to acquire industrial skills and experience in their various disciplines. The SIWES program involves the students, the university and the industry (employer). It is funded by the Federal Government of Nigeria and jointly coordinated by the Industrial Training Fund (ITF) and the National Universities Commission (NUC). This training program is also an effort to bridge the gap existing between theory and practice of engineering, science, agriculture, medicals, management and other professional education programs in the Nigerian tertiary institution. OBJECTIVE OF SIWES The objective of SIWES includes the following: 1. To expose students to work methods and techniques in handling equipment and machineries that may not be available in tertiary institutions. 2. Prepares students to contribute to the productivity of their employers and national development immediately after graduation. 3. It provides an avenue for students in Nigerian tertiary institutions to acquire industrial skills and experience...
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... I may not be holding a permanent, temporary nor a casual position, and technically, I may have no employer-employee relationship with my agency, but with the clienteles which my office is serving-the public, I am completely aware that I owe the public my commitment to their interest. Thus, before I go to work, regardless of my personal circumstances and difficulties at some times, I inculcate in my mind that this commitment should not, in any way, get affected once I enter the gates of my office through the simplest way of giving every person I meet at the corridors my sweetest smile. I am assigned at the Office of the Regional Executive Director; hence, a number of visitors and clients, from farmers, to farmer-cooperatives/associations, to politicians, come and go every day requesting for various forms of assistance from the Regional Director. Thus, in so serving them, once they enter our room, I readily...
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...Dabur India Ltd has informed BSE that the Board of Directors of the Company at its meeting held on July 28, 2014, inter alia, have appointed a woman director Ms. Falguni Nayar, as additional director in the category of Non Executive Independent director on the Board of Directors of the Company. * Dabur Q1 profit rises 13.4%, domestic volume growth at 8.3% Dabur India missed street estimates with the consolidated net profit rising 13.4 percent at Rs 211 crore in April-June quarter compared to Rs 186 crore in same quarter last year. According to CNBC-TV18 poll estimates, analysts had expected the company to report net profit of Rs 221 crore on revenue of Rs 1,902 crore for the quarter. 25th Aug * Dabur India Ltd has submitted to BSE a copy of the Minutes of the 39th Annual General Meeting held July 22, 2014 8th Sep * Dabur India Ltd has informed BSE that a meeting of the Board of Directors of the Company will be held on September 15, 2014, inter alia, to consider the declaration of interim dividend on the equity shares of the Company for the Financial Year 2014-15.Further, in terms of provisions of SEBI (Prohibition of Insider Trading) Regulations, 1992, the "Trading Window" for trading in the equity share of the Company shall remain closed from September 09, 2014 to September 16, 2014 (both days inclusive) * Dabur India Ltd has informed BSE that Mr. Albert Wiseman Paterson, a non executive independent director of the Company has submitted his resignation w...
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...In the case, “Trouble at City Zoo”, we will study about a couple of problems at the environmental work. The Zoo is run by different departments, and each has a task and responsibility that makes the zoo work properly. These departments are: The board of directors: Make final decision about the zoo’s working staff, and the zoo in general. From job characteristic they need to have high significance and high autonomy because the decisions for the whole zoo are in their hands. The citizens task force: Review the zoo’s finances, operation and animal care. They need to have high Autonomy and feedback skills. The executive directors: is the CEO of the zoo, carrying out the strategy of the board. They need high feedback skill so they can know and be able to manage and solve the problems that are coming and see the results of the activities at the zoo. The chief operating officer: they have to report about all the operations, functions of the zoo (finance, human resources, maintenance and horticulture, education…). Need high level of feedback. The veterinarians: are the directors of animal health and nutrition at the zoo. Need high autonomy, low variety and high identity skills. The curators: they make recommendation such as what animals to acquire, if animals should be bred, design and plan animal exhibits. They need high level of feedback skills. The zookeepers: are the ones that work closer to the animals, normally they work with the same animals to know them better and report...
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...The Fawville Public Library’s library director, Sam Grillo, is leaving after six months on the job. The staff at the library is content with his departure as they did not like his leadership style or his apparent the lack of leadership. The complaints stemmed from his demeanor and personality. Most of the staff said Grillo was timid and shy which made him appear “cold, reserved, and stiff” (McElrath). Furthermore, he would also be in his office the whole time and not really talk to anyone on the staff about any important work matters. The case study further delves in to Grillo’s journey to become a librarian. After graduating with an art history degree, Grillo had few options to choose as a career, one of them being a librarian. Disliking the option of being a teacher and not finding work at a museum, Grillo applied and successfully graduated with a MLS degree. Although he completed the tasks that needed to be done to complete the degree, he was never truly interested in this career path and his demeanor of being shy and unassertive never changed. After working at the cataloging department for some time, Grillo applied for the library director position in Fawville Public Library because he wanted the “peace and quiet of a small town” (McElrath). On the other hand, the case study...
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