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The first Strategic Plan and Work Plan for the Illinois Park and Recreation Association (IPRA) covered the two-year period of 2006 and 2007 and will continue to be the basic working document to direct the association for the future. The Strategic Plan is a continuous working document that provides a clear direction for the work of the association as a unified, future developing organization. Its direction is also to support the Board of Directors in a positive decision making process regarding organizational direction, budget and program priorities. Its core direction follows the mission and values of the association with working towards enhancing and improving programs and services for the members. Staff reviewed the 2006/2007 Strategic Plan and has redirected items from the current plan that were not accomplished or were semi-accomplished to the 2007/2008 Strategic Plan. The 2007/2008 Strategic Plan is not a “work plan” but an open document that may change with the direction of the association. Outcomes are accomplished through the IPRA Staff Work Plan which may incorporate Governance or Board Policy outcomes to assist the Board of Directors. The Staff Work Plan is a creative, project management oriented document that allows significant research and testing before the outcome is specified as completed. The allowance of creativity and project management within the Work Plan is significant as it allows for “trial and error” before a positive outcome is accomplished thus completing the outcome to the satisfaction of the Board of Directors.
IPRA 2007/2008 Strategic Plan
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IPRA 2008-2009 Strategic Plan
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The first Strategic Plan and Work Plan for the Illinois Park and Recreation Association (IPRA) covered the two-year period of 2006 and 2007 and will continue to be the basic working document to direct the association for the future. The Strategic Plan is a continuous working document that provides a clear direction for the work of the association as a unified, future developing organization. Its direction is also to support the Board of Directors in a positive decision making process regarding organizational direction, budget and program priorities. Its core direction follows the mission and values of the association with working towards enhancing and improving programs and services for the members. Staff reviewed the 2006/2007 Strategic Plan and has redirected items from the current plan that were not accomplished or were semi-accomplished to the 2007/2008 Strategic Plan. The 2007/2008 Strategic Plan is not a “work plan” but an open document that may change with the direction of the association. Outcomes are accomplished through the IPRA Staff Work Plan which may incorporate Governance or Board Policy outcomes to assist the Board of Directors. The Staff Work Plan is a creative, project management oriented document that allows significant research and testing before the outcome is specified as completed. The allowance of creativity and project management within the Work Plan is significant as it allows for “trial and error” before a positive outcome is accomplished thus completing the outcome to the satisfaction of the Board of Directors.
IPRA 2007/2008 Strategic Plan
IPRA 2007/2008 Strategic Plan
IPRA
IPRA 2008-2009 Strategic Plan
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IPRA
Dr Sifa, ICA Regional Director Africa at the International Co-operative Alliance Global Conference in Cape Town, November 2013.
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Why is there a need for a training providers Peer Meetup? by Safaraz Ali, introducing PeerMeetup, In addition Safaraz gives his views on how business models have changed and how the world changed. Safaraz also introduces an alternative to the 70-20-10 model for learning that has been used for 20 years and suggests a 40-40- 20 model is now more relevant and appropriate.
Why is there a need for a training providers Peer Meetup? by Safaraz Ali
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What: The Workforce Forum | Recruiting, Training, and Retaining Top Talent Who: Coordinated by The Chamber For a Greater Chapel Hill-Carrboro and presented by Chapel Hill Media Group, Duke Energy, and Durham Technical Community College. When: Thursday, July 22, 2021 from 8:30-10:00am Why: Each year, local employers leave tens of thousands of dollars on the table in cash, tax credits, and in-kind support to recruit, train, and retain workers. The purpose of this forum is to help local employers know what workforce resources are available, why they matter, and how to take advantage of them. Flow: This forum will demystify the current workforce system and resources available to help local businesses, and begin the community-wide conversation on what it means and what it takes to have a local talent pipeline that meets current and projected demands. Framing: The Workforce Ecosystem and Talent Pipeline Katie Loovis, Vice President of External Affairs, The Chamber Segment 1: Recruiting Resources • Andrea Fleming, Director of Existing Industry Services, Alamance Chamber • Luca Romano, VP of Operations, AKG of America • Caraina Garris, Manager, NC Works Career Center of Orange County • Nora Spencer, Founder and CEO, Hope Renovations Segment 2: Training Resources • Beth Payne, Dean of Corporate Services, Durham Technical Community College • Roxana Shevack, HR Manager, Morinaga America Foods, Inc Segment 3: Retaining Resources • Tammy Wall, Director, Regional Partnership Workforce Development Board • Jackie Jones, Associate Director of Human Resources, Piedmont Health About the Critical Issues Series: Coordinated by the Chamber's Government Affairs Committee, the 2021 Critical Issues Series (formerly known as the Policy Series) includes ten forums and features influential guest speakers who address timely topics for Greater Chapel Hill-Carrboro related to the economy, economic and workforce development, public policy, and local elections.
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Asian Development Bank (ADB) hosted an Information Session last 11 October 2016, 6:00p.m. at the Harvard Kennedy School. Mr. WooChong Um, the Secretary of ADB talked about ADB's strategic view, operations, and talents needs. ADB is the leading development finance institution dedicated to reducing poverty and improving people’s lives in Asia and the Pacific. It is committed to helping its developing member countries evolve into thriving, modern economies that are well integrated with each other and the world. ADB assists its members, and partners, by providing loans, technical assistance, grants, and equity investments to promote social and economic development. ADB achieves these objectives through financing tools and knowledge products in infrastructure and other sectors with both public and private partners. ADB offers exciting career opportunities for young and talented professionals. ADB hires from 67 countries in Asia and the Pacific, North America, and Europe.
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A successful university economic development strategy must include collaboration between industry and faculty, but many faculty lack experience in corporate relations and are unaware of university resources available to help them develop industry collaborations. At Kansas State University, staff members from research, economic development, and corporate relations support units collaborated to present the Working with Industry Boot Camp, a series of training sessions providing faculty with tools to help establish industrial collaborations and develop strong strategic partnerships. In this session, members of the Boot Camp planning team will describe the workshops, lessons learned, and plans for follow-up training. Richard Potter, Director, Office of Corporate Engagement Rebecca Robinson, Director of Economic Development Kansas State University Institute for Commercialization
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Phil Searle, Founder and CEO of Chazey Partners, shared his view on what it takes shared services to be successful in the public sector. In this presentation, he has also highlighted the very essential basics of shared services and analyzed the lessons that he has learned through the years' of implementation in the public sector.
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Building a Resilient Workforce – Attracting, Retaining and Preparing Workers for Jobs That Have Not Yet Been Created – Karen Pollard, EDP, CEcD, Deputy City Manager/Director of Community Development, Rochester NH. (Presented at the Northeast Economic Developers Association conference in Portland Maine September 2013)
Jobs of the Future - NEDA Conference Sept 9, 2013
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Aaron delivered this presentation as part of The New World of Member Engagement Webinar Series sponsored by Young Association Professionals, Aggregage, Association Universe and Infinite Conferencing on Wednesday, Jan. 16, 2013.
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The purpose of this handbook is to provide a comprehensive guide on the BDPA Corporate Sponsorship Programs that is used by BDPA on a local, regional and national basis. Several views are presented for clarity. The intended audience is BDPA members who engage in corporate sales activities and BDPA leadership on the local, regional and national level. This handbook is the responsibility of the Corporate Sales Department Director and should be reviewed for updates on an annual basis. In order for corporate sales efforts to be effective, all individuals selling BDPA sponsorship should have an understanding of the overall program as provided by this document and are required to work in a united, cooperative effort toward acquiring funding.
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What: The Workforce Forum | Recruiting, Training, and Retaining Top Talent Who: Coordinated by The Chamber For a Greater Chapel Hill-Carrboro and presented by Chapel Hill Media Group, Duke Energy, and Durham Technical Community College. When: Thursday, July 22, 2021 from 8:30-10:00am Why: Each year, local employers leave tens of thousands of dollars on the table in cash, tax credits, and in-kind support to recruit, train, and retain workers. The purpose of this forum is to help local employers know what workforce resources are available, why they matter, and how to take advantage of them. Flow: This forum will demystify the current workforce system and resources available to help local businesses, and begin the community-wide conversation on what it means and what it takes to have a local talent pipeline that meets current and projected demands. Framing: The Workforce Ecosystem and Talent Pipeline Katie Loovis, Vice President of External Affairs, The Chamber Segment 1: Recruiting Resources • Andrea Fleming, Director of Existing Industry Services, Alamance Chamber • Luca Romano, VP of Operations, AKG of America • Caraina Garris, Manager, NC Works Career Center of Orange County • Nora Spencer, Founder and CEO, Hope Renovations Segment 2: Training Resources • Beth Payne, Dean of Corporate Services, Durham Technical Community College • Roxana Shevack, HR Manager, Morinaga America Foods, Inc Segment 3: Retaining Resources • Tammy Wall, Director, Regional Partnership Workforce Development Board • Jackie Jones, Associate Director of Human Resources, Piedmont Health About the Critical Issues Series: Coordinated by the Chamber's Government Affairs Committee, the 2021 Critical Issues Series (formerly known as the Policy Series) includes ten forums and features influential guest speakers who address timely topics for Greater Chapel Hill-Carrboro related to the economy, economic and workforce development, public policy, and local elections.
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ADB Recruitment Information Session at Harvard 2016
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This PowerPoint shows the process that will be used to develop the VIsion 2013 Strategic Plan, which will chart South Carolina's path for addressing the needs of young children and their families.
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reference for human resources reference for human resources reference for human resources reference for human resources reference for human resources reference for human resources reference for human resources reference for human resources reference for human resources reference for human resources reference for human resources reference for human resources reference for human resources reference for human resources reference for human resources reference for human resources reference for human resources reference for human resources reference for human resources
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Chris Patterson Final Resume 2016
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CIP individual pages
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Board Presentation Recruitment, Induction And Retention
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Final_Presentation_Resume.p173380.f1681014
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HCC Transformation Phase 2 Transformation Team Update
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4. grantseeking basic elements of a grant
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Paula Knight CV May 2016
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Shalisha Erenberg Project Management Resume
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HBS-Financial-2015
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HBS-Financial-2015
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2020-2024-HRStrategicPlan.pdf
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Tracy Austin resume June 2016
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Pc1.1 business development plan 2015 201714.01.2016
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Point Ahead Presentation 1 7 10 (2)
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Chris Patterson Final Resume 2016
Chris patterson final resume 2016
Chris patterson final resume 2016
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CIP individual pages
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Uhf strategic plan final6
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