1. Service First: Desiree’s performance in Service First is Above Expectations. Her Action Hours each week average around 33.27 hours, which is above her peers that are at the same point in their careers (19hrs is their average). Although Desiree was on sign off, her average is on the same level as a veteran Program Specialist, the number shows a high level of functioning while learning her job. Desiree’s Action Hour average includes her sign off period and learning how to correctly process cases, which can include having to ask repeated questions to truly understand the nature of her position. Since being removed from sign off her average Action Hours have remained the same which is above expectation. 2. Excellent Quality: Desiree is …show more content…
Responsive Government: During this evaluation period, Desiree responded timely to all of her assigned Cherwell Tickets. Desiree is a very independent worker and creates solutions to problems on her own. As a new Program Specialist she has gone through extensive training and Desiree has also assisted others in the unit as well with her second language in Spanish. Desiree continues to grow in Program Eligibility and system knowledge every single day. 4. Effective Communication: Desiree researches questions before she asks which results in her answering her own question. If there is something she does not understand she will go to her Lead Worker and/or Supervisor to ask follow-up questions on a particular issue. Desiree communicates well through emails and if she has not gotten a response in a timely manner; she will go to the Lead/Supervisor to follow up on the situation at hand. 5. Integrity: Desiree treats others with respect, while maintaining a positive and professional demeanor. She is accountable for her errors and seeks ways to prevent them for happening in the future. Desiree has proven to be trustworthy by not only adhering to confidentiality, but by seeing assignments to completion even if she has to finish up the assignment on the next business
Her track record of work experience demonstrates her professional abilities while showing the dedication she has to ensuring that all children grow up in a just and equitable
However, the one thing that stood out the most was her beautiful welcoming spirit and her passion for serving others. During the interviewing while she goes on to talk more about her duties as a manager, of the office of CSI, she had a beautiful smile on her face. She sees her staff not as a team but as a family, and she said, “She is more than happy to help them with anything because she want nothing but for them to succeed in whatever they are doing.” She is very hands-on in the office she does not dictate instead she focuses more on helping her staff and direct in the right way to get their task done. Everyone seems to enjoy her company and love being around her, they do not seem to hesitate on asking her any questions regarding any officer matters, they really function as a family at the
Command Climate/Sailorization: A member of the diversity committee. 8. Meritorious Achievements: N/A 9. Collateral Duties: Collateral Duty Inspector for Workcenters 413,450,41U,41V, & 415. He is also the Tool Control Program Assistant Coordinator, Morale Welfare and Recreation Representative for 400 Division.
In the past two years (while on administrative suspension), Sgt. Brown has excelled. All report that she has taken her administrative duties seriously, and is performing rather well under closer supervision. Accordingly, Public Safety planned to place PO Brown at the Academy or make her Chief 's pick.
Their dedication to excellence has directly contributed to the continued success of the battalion’s mission of educating Cyber Warriors and Signal Leaders. 2. The Company Supply Team has accumulated a list accomplishments over the past year which has earned them the nomination for such a high honor. Some of their accomplishments include: a. 100% accountability of the largest property
Pham can work as many or as few hours as she wants at the college bookstore for $9 per hour. But due to her hectic schedule, she has just 15 hours per week that she can spend working at either the bookstore or at other potential jobs. One potential job, at a café, will pay her $12 per hour for up to 6 hours per week. She has another job offer at a garage that will pay her $10 an hour for up to 5 hours per week. And she has a potential job at a daycare center that will pay her $8.50 per hour for as many hours as she can work.
She took in those rejected from her community and cared for them which is important and shows her compassion for others. Though the achievement of caring for people in her community and length of serving were important, it was the last noteworthy achievement since there was little to no risk
ring the IDES Ensure that the RSM and family has access toa ll medical and non-medical care management services including, but not limited to medical care, rehabilitation, education, employment-related programs, and disability benefits Oversee the CRP, anticipating future challenges during phases of recovery, rehabilitation, and reintegration Identify gaps in non-medical services, intervene as necessary to expedie outcomes and assists with coordination of resrouces to develop and improve outcomes for enhanced delivery of nonmedical services Facilitate an efficient, effective, and smooth rehabilition and transition back to active duty or civilian life as a veteran through coordination with appropriate personnel Coodinate local and state resources, including referral to Governmental and Non-Governmental agencies, state, and local services and agencies Collects, maintains and analyzes data for planning and reporting purposes in accordance with governing program guidance Maintains detailed records fo RSMs to document delivery of benefits and medical and non-medical care Assist the RSM , and family and/or caregiver to navigate through the continuum of care which involves initial assessment, comprehensive assessment, linkage to family support programs and
Her duties included the following: case management, advocating on behalf of families for needed services, resources, and benefit entitlements; referring families for supportive services and housing programs. Productivity/Quality: During this probationary period, Ms. Martinez met the Department’s performance expectations in
1. What was the legal issue in this case? The legal issue in the case of Davis vs. The Board of County Commissioners of Doña Ana County is the acts of negligent referral or mis-representation. Joseph Herrera was hired on January 20, 1995 as an employee of the Mesilla Valley Hospital (MVH) as a mental health technician.
Sylvia Flores, LMSW, “Community Readiness Consultant” at the Military and Family Readiness Center (MFRC), Lackland Air Force Base, San Antonio, Texas. What is your previous experience and what are the requirements for this position? Ms. Flores was enlisted active duty in the Air Force when she completed her Masters of Social Work degree. Her goal was to become a military officer as a Social Worker, but they were not taking applicants at that time.
She is kind to all the people she comes across, and rarely goes against other people’s expectations
Davannah Knatt Communication Communication is the imparting or exchanging of information. At the work place, communication verbally and nonverbally is extremely important. In order for the unit to effectively grow, we need to improve our communication and it starts with the leaders. Once the leaders communicate better then the soldiers will feel comfortable and this will create a nonhostile environment. Better communication within our unit would create a better morale.
[2] Communication in the workplace involves interpersonal communication between colleagues, manager and subordinate. Bad communication is often the root cause of many problems. Most conflict in organizations are the result of misunderstood communication. Effective communication plays a major role in dealing with employer employee relation. When you become an effective communicator, you can resolve conflict and communication gaps among coworkers and employees for example, conflicts arise when the employer and management discussed little with the staff, preferring to make decisions themselves without approaching employees and later give instructions, employees might feel frustrated for not being part of decision making, thus resulting in poor performance.