Sentences with phrase «area of competency include»

Area of competency include: depression, anxiety, divorce issues, anger management, addictive behaviors, self esteem, relationship issues, poor decision making and trichotillomania (hair pulling).»

Not exact matches

Each of the four Endorsement Levels has unique competency requirements within eight core areas, including:

These competency areas fall under the following domains: domains include the prevention of injuries and illness, the recognition, evaluation, and immediate care of injuries (first aid and emergency care), and referral of illnesses, rehabilitation and reconditioning of injuries, health care administration, and professional development and responsibility.

Athletic Trainers are educated to function within a scope of practice which includes 12 competency areas identified by the Board of Certification (BOC):

Areas of instruction that are NOT addressed in this HHSC training include the 5 hours of supervised skills / clinical competencies required by BF USA which include:

IFNA ™ training includes skill - building and competencies in key clinical areas: nutrition - focused physical assessment; therapeutic elimination diets; conventional and functional labs and diagnostics including nutrigenetic testing; art and science of dietary supplements; mind - body modalities such as meditation, yoga, breathing techniques and other lifestyle - oriented practices.

These operational or functional areas inevitably include Finance, HR, Procurement, Infrastructure and Marketing and whilst the National College programmes have helped education leaders develop rounded contextual knowledge its programmes of study have perhaps fallen short in addressing technical competency and knowledge.

We welcome the opportunity to partner with officials from DESE and BESE to explore possible assessment of the teaching and learning of social - emotional competency, but these areas of work are not yet developed enough to modify the accountability system to include them.

Based on insight from school districts, state education agencies, policymakers and education organizations, this policy framework guides states and districts in working together to create flexibility to support scaling personalized learning, including explorations of defining areas of flexibility at the state and federal policy level, the supports needed for district implementation of personalized, competency - based education and the roles of states and districts in this work.

Certified Dog Behavior Consultants are required to submit written case studies and responses to questions as well as to demonstrate competency in six core areas, including assessment and intervention strategies, consulting skills, knowledge of animal behavior and relevant species - specific knowledge of healthcare, husbandry, nutrition and behavior.

Submitted case studies must convey the applicant's ability to communicate clearly through written work, and demonstrate knowledge in at least the first three Core Areas of Competency, including species - specific knowledge.

It highlights that key areas of local government competencies that city officials may want to target when implementing carbon trading projects include town and urban planning, infrastructure development, service provision, waste management, energy provisioning and transportation.

AREAS OF EXPERTISE * Strategic Business Planning & Execution * New Business Development * Prospecting & Cold Calling * Customer Needs Assessment * Sales Presentations * Problem Resolution * Market Share Growth * New Territory Development * Product Positioning Technical competencies include Microsoft Office Suite (Word, Excel, PowerPoint).

Then, include a section that discusses Core Competencies or Areas of Expertise.

It includes a professional summary and «areas of expertise» or «core competencies» section at the top of the resume that outline your key qualifications, skill sets, and achievements and a chronological section that puts these selling points into perspective by describing how you leveraged these skills with each role you've held and what you were able to accomplish as a result.

You should include a core competencies / areas of expertise section in your resume.

I also recommend including a «Core Competencies» subsection just below the summary — specific areas of expertise and knowledge that can be supported by solid accomplishments.

• Create base professional development policies and procedures, making individual PD program development easier to undertake • Simultaneously implement 4 PD programs for identified areas, without a single hitch in any program implementation process • Plan, develop and implement PD systems according to the core competencies and identified issues of multiple tracks • Determine existing opportunities and conduct informal and formal needs assessment programs for different tracks • Develop orientation plans by ensuring that all basic information is covered, including ethics and communication • Manage PD resources such as purchasing equipment, maintaining accurate records and submitting balanced budgets • Ascertain compliance by staff members and community groups and ensure that all legal requirements are fulfilled

These keywords may be included in the skills, core competencies or areas of expertise section.

Include your curriculum development experience in the core competencies or areas of knowledge section.

Other areas of proficiencies include Customer Relation Management, Emotional Intelligent competencies and Team Bui...

Director of Human Resources / HR Consultant — Professional Duties & Responsibilities Oversee the planning, direction, and management of all HR - related activities including staff recruiting, candidate tracking, personnel screening and testing, and hiring processes in accordance with Affirmative Action and Equal Opportunity Employment regulations Support senior management to develop and maintain personnel policy and ensure compliance with all standards, authoring and implementing new policies and procedures as needed along with creating HR procedure manual Serve as lead analyst for compensation reviews, performance and pay - scale benchmarking, market studies, and salary structure decisions, also creating organizational / staff planning charts for all departments and all positions Create and deliver firm - wide staff new - hire orientation, training and development programs, and performance evaluations utilizing a competency - based appraisal system which leads to focused training and development programs based on common and individual areas of performance deficiency Manage all aspects of workers compensation and unemployment claims on behalf of employer, attending hearings and participating actively in all related meetings Hold responsibility for all benefit negotiations, administration, and plan reviews, promoting compliance with and effective execution of IRS / DOL regulations, ERISA, HIPPA, and all audit - related processes Implement and sustain safety programs while performing regular safety - policy trend analyses to identify critical issues, developing corrective action plans to ensure compliance with applicable safety, health, and environmental regulations including OSHA and other applicable laws Consult with management regarding employee - and labor - related issues to resolve conflicts in a professional manner, conducting grievance hearings and negotiation agreements with worker representatives within the provisions of any applicable contract Provide relevant guidance and administration to the development of human resources site on firm intranet, housing online - employment forms, manager resources, job postings, and HR - related forms and documents Develop valuable staff relationships to improve workplace morale as well as maintain positive business relationships with all related brokers and vendors

Designed electronic file systems and maintained electronic and paper files.Handled all media and public relations inquiries.Maintained the front desk and reception area in a neat and organized fashion.Served as central point of contact for all outside vendors needing to gain access to the building.Facilitated working relationships with co-tenants and building management.Made copies, sent faxes and handled all incoming and outgoing correspondence.Created weekly and monthly reports and presentations.Organized files, developed spreadsheets, faxed reports and scanned documents.Properly routed agreements, contracts and invoices through the signature process.Managed the day - to - day calendar for the company's senior director.Received and screened a high volume of internal and external communications, including email and mail.Managed daily office operations and maintenance of equipment.Maintained detailed administrative and procedural processes to improve accuracy and efficiency.Coordinated meetings with other department managers and served as main liaison between sales and field staff.Scheduled and confirmed appointments for entire management team.Provided support for CEO and sales team in managing operation work flow.Successfully established effective systems for record retention by creating database for daily correspondence tracking.Developed more efficient filing systems and customer database protocols.Qualified competitive subcontractor bids prior to execution of contracts.Submitted all project closeout documents in accordance with the contract.Assigned projects and tasks to employees based on their competencies and specialties.Accurately provided status information on project progress to the project management.Monitored the safety of all construction activities, making on - site personnel safety the top priority.Acted as the liaison with company safety representatives to promote awareness and understanding of safety protocols.Increased the employee base by 50 % to meet changing staffing needs.Advised managers on organizational policy matters and recommend needed changes.Conducted new employee orientation to foster positive attitude toward organizational objectives.Directed personnel, training and labor relations activities.Served as a link between management and employees by handling questions, interpreting and administering contracts and helping resolve work - related problems.

In 2011, Universities Australia developed a National Best Practice Framework for Indigenous Cultural Competency in Australian universities that identifies key content areas as including: concepts of culture, race, ethnicity and worldview; myths, misconceptions and stereotypes about Indigenous people; notions of whiteness, white privilege and power; racism and anti-racist practices.

Some of his many contributions in this area include: creating innovative group programming for International Students at the University of Florida, which evolved into a specialty training program for Counseling and Wellness Center psychology interns; creating two groups that run each semester and that address limited campus resources related to supporting Mandarin speaking International Students; and providing supervision, training, and mentorship to interns in order to assist them in increasing their multicultural competency related to working with diverse populations in group therapy.

For the areas of Theoretical Foundations (including pregnancy & early parenthood; infant / very young child development & behavior; attachment, separation, trauma, & loss; cultural competence; etc.) and the areas of Direct Service Skills (including observation & listening; screening & assessment; etc.) competency must be documented by course work and / or in - service training.

(a) Document a minimum of twenty - four hours of academic preparation or board approved continuing education coursework in counselor supervision training including training six hours in each area as follows: (i) Assessment, evaluation and remediation which includes initial, formative and summative assessment of supervisee knowledge, skills and self - awareness; components of evaluation e.g. evaluation criteria and expectations, supervisory procedures, methods for monitoring (both direct and indirect observation) supervisee performance, formal and informal feedback mechanisms, and evaluation processes (both summative and formative), and processes and procedures for remediation of supervisee skills, knowledge, and personal effectiveness and self - awareness; (ii) Counselor development which includes models of supervision, learning models, stages of development and transitions in supervisee / supervisor development, knowledge and skills related to supervision intervention options, awareness of individual differences and learning styles of supervisor and supervisee, awareness and acknowledgement of cultural differences and multicultural competencies needed by supervisors, recognition of relational dynamics in the supervisory relationship, and awareness of the developmental process of the supervisory relationship itself; (iii) Management and administration which includes organizational processes and procedures for recordkeeping, reporting, monitoring of supervisee's cases, collaboration, research and evaluation; agency or institutional policies and procedures for handling emergencies, case assignment and case management, roles and responsibilities of supervisors and supervisees, and expectations of supervisory process within the institution or agency; institutional processes for managing multiple roles of supervisors, and summative and formative evaluation processes; and (iv) Professional responsibilities which includes ethical and legal issues in supervision includes dual relationships, competence, due process in evaluation, informed consent, types of supervisor liability, privileged communication, consultation, etc.; regulatory issues include Ohio laws governing the practice of counseling and counseling supervision, professional standards and credentialing processes in counseling, reimbursement eligibility and procedures, and related institutional or agency procedures.

The term social and emotional learning means the process through which children and adults acquire the knowledge, attitudes, and skills associated with the core areas of social and emotional competency, including --

An area of pride for Brad is the development of IH's Aboriginal Health and Wellness Plan 2015 - 2019, which includes the priority of advancing cultural competency and safety.

Appraisers in all areas of appraisal practice seeking updated competency in USPAP, including those subject to state licensing or certification and continuing education requirements imposed by professional organizations, client groups, or employers, will benefit from the content presented in the course.