...|[pic] |SYLLABUS | | |College of Criminal Justice and Security | | |CJA/374 Version 3 | | |Juvenile Justice Systems and Processes | Copyright © 2011, 2010, 2009 by University of Phoenix. All rights reserved. Course Description This course is a general orientation to the field of juvenile justice, including causation theories and the development of system responses to delinquent behavior. The problems facing juveniles today are addressed, and adult and juvenile justice systems are compared, including initial apprehension, referral, and preventive techniques. Specific issues examined include chemical dependency, mental illness, and compulsive and habitual offenders. Special attention is given to the problems inherent in the police handling of juveniles and the function of juvenile courts. Policies Faculty and students/learners will be held responsible for understanding and adhering to all policies contained within the following two documents: • University policies: You must be logged into the student...
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...Outcomes 3. Module Units 4. Module Assessment Submission 5. Module Assessment: Formative activities 6. Module assessment: Final Summative assessment 7. Your Faculty Team 8. Reading sources . Module Aims * An understanding of the current state of knowledge around entrepreneurship and start-up models and research as a platform for the market research of a potential business opportunity. * Recognition of progress from idea to an opportunity through a creative but also measured feasibility study * Learning through a practical market research process sourcing relevant current data with judgement and confidence towards justifying a perceived opportunity and its implementation. * Understanding the relevance of group and network resources in business opportunity preparation and the student’s own self efficacy in terms of ability, adaptability and behaviours in these social contexts. Module Outcomes On completion of this module you will be able to: 1) Analyse and understand the key concepts around opportunity, entrepreneurial behaviour and the factors in the process of start-up and survival 2) Identify ideas to create opportunities, national or international, through a feasibility analysis and evaluation using relevant disciplines and frameworks 3) Recognise the tension between the creative (innovative) and measured elements (data analysis and evaluation) of a business opportunity and the disjunctive nature of learning this brings. 4) Develop...
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...by setting realistic goals, prioritizing work, balancing undesirable with preferred tasks, recognizing achievement of personal and departmental goals, and to create supportive networks. 3. Even though a manager can never be sure a system is legally defensible, there are several steps that can help ensure nondiscrimination. Some legal factors that a manager might consider when designing a personnel appraisal system are that the contents of appraisal should be in writing. It should be at least one per year and should be based on the job analysis. Standards, results, an appeal process, and anti- discrimination laws should be communicated to personnel. Employees should have an opportunity to respond in writing to appraisals. The organization in which the therapeutic recreation program is housed greatly influences the manager’s role in performance reviews. An organization usually uses or recommends the use of standardized forms and or review processes during formal evaluations. Within any organization, personnel carry out their...
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...The impact of information technology on the HR function transformation By Yu Long 0123404 Graduation Committee: First supervisor: Dr. T. Bondarouk Course coordinator: Pro. Dr. J. K. Looise Master Thesis, Business Administration HRM University of Twente March, 2009 Preface This master thesis concludes my life as a student, which is performed under the supervision of Twente University in the Netherlands. The research is the terminal of the program Human Resource Management. Doing this research not only improves my skill on literature searching, information analysis, but helps me to gain more profound knowledge about e-HR. During the research, I have got great support from several persons, and now, here is the opportunity to thank them. At first, I give special thanks to Jiajie Li, my boyfriend. He accompanies with me during the whole research period. Besides dealing with my impatient and anxious attitude, he also put great effort on improving my thesis. His optimistic and serious attitude influences me, and makes me continue the research with better and better results every time. His support is very meaningful for my research period. Secondly, I would like to thank Ms. Tanya Bondarouk, and Prof. Jan Kees Looise for their excellent support, feedback and guidance. Both of them give me fruitful advice on how to improve my work. And they always give me timely feedback on my work, which encourages and makes me belief that I can hand in a satisfactory report under the effort...
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...Introduction to the Developing Professional Practice Assessment Pack This pack contains all the information you need in order to show that you meet the learning outcomes for this unit. Here, you will find: - Details on how the unit is assessed - Instructions for the assessment activities (AAs) 1.1 Completing the Assessment activities When completing your assessment activities, you may find it helpful to refer to the list of assessment criteria to ensure you are including all the relevant ideas upon which you will be assessed. 1.2 Word counts Word counts are specified for each assessment. You are allowed +/- 10% but any assessments which go below or above these limits will be returned, unmarked and you will need to re-submit them. 1.3 Submitting your work When you have completed the assessment activities, you should submit the document(s) via email to your facilitator. Unless instructed to do otherwise, you should complete the assessment activities and submit them as a single document, using the template provided. Where you are asked to complete a non-text based activity (e.g. a PowerPoint presentation) you should submit this as a separate document. The file name should be as follows: NameUnitCodeAssessment e.g. for this unit JAndersonDPPAssessment Assessment of the Unit The learning outcomes for this unit are assessed in the following ways: 1) Completion of the assessment activities in this pack 2) Attendance & contribution at the workshop...
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...[pic] ביה"ס לניהול וכלכלה – התוכנית לניהול מערכות מידע 1 . פרטי הקורס |שם הקורס בעברית |היערכות לחירום והמשכיות עסקית BCLE1500 | |שם הקורס באנגלית |BCLE1500 | |שנה |סמסטר |תואר ראשון/שני |שם מקוצר באנגלית | | | | |עד 8 אותיות | |תשע"ג |א' | |BCLE1500 | 2 . סגל הקורס מרצה |שם פרטי בעברית |שם משפחה בעברית |שם פרטי באנגלית |שם משפחה באנגלית | |שלום |דוד |SHALOM |DAVID | |טלפון לפרסום (לא חובה) |דוא"ל |שעת קבלה | | |0504916155 |Shalom.david.cyber@gmail.com |בהמשך לשיעור שיקבע | | מתרגל – זהה למרצה |שם פרטי בעברית ...
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...Summary of the article Improperly disclosing protected health information (PHI) and regulations surrounding the privacy and security of PHI have evolved to include strict requirements and corresponding steep financial penalties for non-compliance. HIM professionals are looking for comprehensive risk analysis, documentation of follow-up risk management activities, documentation of policies and procedures and evidence of their implementation, and ongoing education and enforcement. * Security Policies like information security risk analysis, information security risk, information aaaaaaqaaasecurity audit controls, system activity review policy, security incident response policy, data backup and storage policy, data disposal policy, media re-use policy, workstation policy, electronic PHI movement policy * Privacy policies PHI uses and disclosures, patient access, accounting of disclosures, sanctions policy, breach policies and procedures. * Healthcare Trends Bring New Compliance Challenges * EHRs and Additional Points of Disclosure * Increased Risk from Physician Practice Acquisitions * HIE and Information Governance * Broadening HIM’s Role to Meet Evolving PHI Disclosure Management Needs Comprehensive review of policies and procedures, ensuring proper PHI disclosure management on an ongoing basis and should include policies related to the HIE environment such as the Data Use and Reciprocal Support Agreement (DURSA) and the sub-data set available through...
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...Healthcare Risk Control Risk and Quality Management Strategies 4 Executive Summary VOLUME 2 July 2009 Key Recommendations Assess current activities in risk management and quality improvement to evaluate their effectiveness in addressing overlap. Establish a structure to ensure that patient care activities are addressed in a coordinated manner involving risk management and quality improvement functions. Seek legal counsel to ensure that the structure for risk management and quality improvement activities maximizes legal protections granted by state and federal statutes while allowing for the flow of information. Align risk management and quality improvement plans with the strategic goals of the organization. Educate stakeholders on the role of risk management and quality improvement functions. Design systems to coordinate and streamline data collection, analysis, monitoring, and evaluation. Risk Management, Quality Improvement, and Patient Safety In the past, the risk management and quality improvement functions often operated separately in healthcare organizations and individuals responsible for each function had different lines of reporting—an organizational structure that further divided risk management and quality improvement. Today, risk management and quality improvement efforts in healthcare organizations are rallying behind patient safety and finding ways to work together more effectively and efficiently to ensure that their organizations deliver...
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...Activity 2 5DPP In today’s business world we’re expected to drive our own development, keep ourselves fresh, embrace change and keep abreast of external factors affecting the role we play in the business environment we work in. One of the ways to drive and improve personal performance is by undertaking self assessments. While there are many self assessments available, many rely upon different contributing factors. The Johari Window theory focuses on communication being vital to a successful business; being an information processing model, the Johari Window employs a four-part figure to reflect the interaction of two sources of information - self and others. (Teleometrics International, 2007). Whilst the Johari Window could be an advantage in future roles I wish to progress into within Wilko, identifying area’s I don’t know about myself could be vital to the success of my newly formed team. The disadvantages far out weigh any benefit from this model, as personality type ENFJ’s are sensitive (identified by the Jung typology test); Too Sensitive – While receptive to criticism, seeing it as a tool for leading a better team, it's easy for ENFJs to take it a little too much to heart. (NERIS Analytics Limited, 2011). The CIPD Profession Maps focus is aimed at HR professionals; it adds the greatest sustained value to the organisation and how it operates now and in the future, It captures what successful and effective HR people do and deliver across every aspect and specialism...
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...educational programs by May 2013. * Activity 1.1: Collect data on professional attendees such as police officers and first responders from April-May 2013 * Task 1.1.A. Take regular attendance and collect rosters * Task 1.1.B. Ascertain basic demographic information from professionals including occupation, age, gender, household income, and area of residence * Task 1.1.C. Track any exam scores of participants in classes * Activity 1.2: Collect data on students involved in educational programs from April-May 2013 * Task 1.2.A. Take regular attendance and collect rosters * Task 1.2.B. Ascertain basic demographic information from middle school, high school, college and adult students including age, gender, household income, and area of residence * Task 1.2.C. Track any attitude assessments of participants in classes Objective 2: Design a means to collect qualitative data on non-profit programs by May 2013. * Activity 2.1: Conduct several focus groups with professionals to determine their feelings and attitudes towards women and the non-profit educational program by May 2013 * Task 2.1.A. Prepare general and open-ended focus group questions * Task 2.1.B. Arrange at least 2 meetings consisting of 5-6 participants * Task 2.1.C. Use results from focus group discussions to fine tune qualitative measurements and note potential areas of improvement * Activity 2.2: Conduct focus groups with students...
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...described in Chapter 1 * Linear * Starting from scratch Requirements -> Analysis -> Design -> Implementation -> Development In the real world, software development is totally different * We make mistakes * The client’s requirements change while the software product is being developed * Moving target problem Iteration and Incrementation In real life, we cannot speak about “the design ” * Instead, the operations of the design phase are spread out over the life cycle * We keep returning to earlier workflows The basic software development process is iterative * Each successive version is closer to its target than its predecessor Miller’s Law At any one time, we can concentrate on only approximately seven chunks (units of information) To handle larger amounts of information, use stepwise refinement * Concentrate on the seven aspects that are currently the most important * Postpone aspects that are currently less critical * Every aspect is eventually handled, but in order of current importance This is an incremental process Incrementation The number of increments will vary — it does not have to be four Sequential phases do not exist in the real world Instead, the five core workflows (activities) are performed over the entire life cycle * Requirements workflow * Analysis workflow * Design workflow * Implementation workflow * Test workflow ...
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...Ethical Guidelines for Statistical Practice Prepared by the Committee on Professional Ethics Approved by the Board of Directors, August 7, 1999 Executive Summary This document contains two parts: I. Preamble and II. Ethical Guidelines. The Preamble addresses A. Purpose of the Guidelines, B. Statistics and Society, and C. Shared Values. The purpose of the document is to encourage ethical and effective statistical work in morally conducive working environments. It is also intended to assist students in learning to perform statistical work responsibly. Statistics plays a vital role in many aspects of science, the economy, governance, and even entertainment. It is important that all statistical practitioners recognize their potential impact on the broader society and the attendant ethical obligations to perform their work responsibly. Furthermore, practitioners are encouraged to exercise "good professional citizenship" in order to improve the public climate for, understanding of, and respect for the use of statistics throughout its range of applications. The Ethical Guidelines address eight general topic areas and specify important ethical considerations under each topic. A. Professionalism points out the need for competence, judgment, diligence, self-respect, and worthiness of the respect of other people. B. Responsibilities to Funders, Clients, and Employers discusses the practitioner's responsibility for assuring that statistical work is suitable to the needs...
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...auditor is a professional that provides an independent and unbiased analysis of the internal control or activities of a company. The internal auditor’s job is vital to an administration; with management, he or she synthesizes and implements rules and recommendations. An internal auditor has the responsibility to develop and apply analytical tools or indicators that measure risks and evaluate performances. The job implies a transversal function within an organization because the internal auditor has oversight responsibility over many services or departments. He or she has to ensure the efficiency of operation, IT controls, and the trustworthiness of financial reporting; additionally, an internal auditor has to work to determine and detect fraud, and above all, make sure all activities are in compliance with laws and regulations. Very often, companies hire audit firms to do internal auditing instead of professionals from the field, commonly recognized as Certified Internal Auditors (CIA). Nevertheless, being an internal auditor offers broad opportunities within companies; the different steps or career paths range from entry-level internal auditor, Lead/senior Internal Auditor, Internal Audit supervisor/manager, to Internal Audit executive/chief audit executive (CAE). The entry level internal auditors must possess the basic skills to review processes, activities and objectives of the organization. At this level, the auditor is responsible for the collection, analysis, and examination...
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...The CIPD Profession Map Our Professional Standards Contents Introduction 2 The CIPD Profession Map 4–7 The design principles and architecture of the Profession Map 4 Bands and transitions 6 Professional areas 8–46 Professional area definitions 9 1 Insights, strategy and solutions 10 2 Leading HR 14 3 Organisation design 17 4 Organisation development 20 5 Resourcing and talent planning 23 6 Learning and development 26 7 Performance and reward 30 8 Employee engagement 33 9 Employee relations 36 39 10 Service delivery and information Behaviours 42–51 The Profession Map behaviours 43 Curious 44 Decisive thinker 45 Skilled influencer 46 Personally credible 47 Collaborative 48 Driven to deliver 49 Courage to challenge 50 Role model 51 1 Profession Map – Our Professional Standards V2.4 Introduction The CIPD Profession Map sets out standards for HR professionals around the world: the activities, knowledge and behaviours needed for success. Use the standards in the CIPD Profession Map for you and your organisation to: • define great HR • diagnose areas of success and improvement • build HR capability • recognise achievement through professional qualifications and membership. By the profession, for the profession ...
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...The CIPD Profession Map Our Professional Standards The CIPD Profession Map Our Professional Standards Contents Introduction The CIPD Profession Map The design principles and architecture of the Profession Map Bands and transitions Professional areas Professional area definitions 1 Insights, strategy and solutions 2 Leading HR 3 Organisation design 4 Organisation development 5 Resourcing and talent planning 6 Learning and development 7 Performance and reward 8 Employee engagement 9 Employee relations 10 Service delivery and information Behaviours The Profession Map behaviours Curious Decisive thinker Skilled influencer Personally credible Collaborative Driven to deliver Courage to challenge Role model 2 4–7 4 6 8–46 9 10 14 17 20 23 26 30 33 36 39 42–51 43 44 45 46 47 48 49 50 51 1 Profession Map – Our Professional Standards V2.4 INTRODUCTION Introduction DESIGN AND ARCHITECTURE The CIPD Profession Map sets out standards for HR professionals around the world: the activities, knowledge and behaviours needed for success. Use the standards in the CIPD Profession Map for you and your organisation to: • define great HR • diagnose areas of success and improvement • build HR capability • recognise achievement through professional qualifications and membership. By the profession, for the profession BANDS AND TRANSITIONS Based on research and collaboration with organisations around the world, and continuously reviewed and updated with our research...
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