B R I D G I N G T H E D I V E R S I T Y G A P
|
|
- Marshall Hampton
- 5 years ago
- Views:
Transcription
1 H E A L T H W E A L T H C A R E E R B R I D G I N G T H E D I V E R S I T Y G A P B U I L D I N G A F R I C A N - A M E R I C A N A N D L A T I N O T A L E N T P I P E L I N E S F O R T H E F I N A N C I A L S E R V I C E S I N D U S T R Y I N C H I C A G O OCTOBER 30 th, 2015 Rick Guzzo Alina Polonskaia Bess Tschantz-Hahn
2 O B J E C T I V E S O F T H E C H I C A G O F I N A N C I A L S E R V I C E S P I P E L I N E I N I T I A T I V E Increase the representation of African-Americans and Latinos at all levels in the FS industry in Chicago Improve overall cultural competency in the sector F O R M AT I O N ( ) R E S E A R C H ( ) I M P L E M E N T AT I O N ( ) MERCER
3 O R G A N I Z A T I O N S P A R T I C I P A T I N G I N T H E R E S E A R C H MERCER
4 C H I C A G O F S I N D U S T R Y D E M O G R A P H I C S Chicago Chicago FS Industry Chicago FS Execs /Sr. Mgt. Chicago FS Mid-Mgt.. Chicago FS Prof. / Tech. / Sales.. MERCER
5 G E T Y O U R C O P Y T O D A Y MERCER
6 R E S E A R C H S T R U C T U R E FS priorities and challenges The flow of talent in the Chicago FS industry Experiences in the Chicago FS industry The upshot African-American and Latino hires, promotions, and exits Survey of African-Americans and Latinos Actions for employers and industry Projected future representation MERCER
7 F S P R I O R I T I E S A N D C H A L L E N G E S What we heard in interviews with Chicago s FS employers Recruitment Competition for experienced diverse talent is fierce Most larger organizations hire from the same top schools and build up their recruitment functions to be able to compete Development Employers emphasize the importance of developing diverse talent and building more inclusive environments Effective talent management is seen as foundational Retention Diverse talent is moving along LaSalle Street Sponsorship during onboarding and throughout careers is essential to retention Managers play a critical role in retaining diverse employees MERCER
8 R E S E A R C H S T R U C T U R E FS priorities and challenges The flow of talent in the Chicago FS industry Experiences in the Chicago FS industry The upshot African-American and Latino hires, promotions, and exits Survey of African-Americans and Latinos Actions for employers and industry Projected future representation MERCER
9 A F R I C A N - A M E R I C A N S I N T H E C H I C A G O - A R E A F S I N D U S T R Y R E P R E S E N T A T I O N Counts represent 2013 EEOC NAICS-2 Finance and Insurance excluding EEOC NAICS-3 Insurance for Chicago-Naperville-Elgin, IL-IN-WI CBSA. National rates have been applied for hires, exits and promotions MERCER
10 A F R I C A N - A M E R I C A N S I N T H E C H I C A G O - A R E A F S I N D U S T R Y R E P R E S E N T A T I O N A N D T A L E N T F L O W S Counts represent 2013 EEOC NAICS-2 Finance and Insurance excluding EEOC NAICS-3 Insurance for Chicago-Naperville-Elgin, IL-IN-WI CBSA. National rates have been applied for hires, exits and promotions MERCER
11 L A T I N O S I N T H E C H I C A G O - A R E A F S I N D U S T R Y R E P R E S E N T A T I O N Counts represent 2013 EEOC NAICS-2 Finance and Insurance excluding EEOC NAICS-3 Insurance for Chicago-Naperville-Elgin, IL-IN-WI CBSA. MERCER
12 L A T I N O S I N T H E C H I C A G O - A R E A F S I N D U S T R Y R E P R E S E N T A T I O N A N D T A L E N T F L O W S Counts represent 2013 EEOC NAICS-2 Finance and Insurance excluding EEOC NAICS-3 Insurance for Chicago-Naperville-Elgin, IL-IN-WI CBSA. FSP rates of hires, exits and promotions MERCER
13 F U T U R E R E P R E S E N T A T I O N O F A F R I C A N - A M E R I C A N S I N S E N I O R M A N A G E M E N T T H E S T O R Y : N O C H A N G E I N 5 Y E A R S, P R O J E C T E D D E C L I N E A F T E R T H A T Rate of hiring, promotions, and turnover brought to parity with all other ethnic groups Turnover rate brought to parity with all other ethnic groups Hiring rate brought to parity with all other ethnic groups Promotion rate brought to parity with all other ethnic groups Representation projections for African-American employees with no changes to hiring, promotion, and turnover rates MERCER
14 F U T U R E R E P R E S E N T A T I O N O F L A T I N O S I N S E N I O R M A N A G E M E N T T H E S T O R Y : N O C H A N G E I N 5 Y E A R S, P R O J E C T E D D E C L I N E A F T E R T H A T Rate of hiring, promotions, and turnover brought to parity with all other ethnic groups Turnover rate brought to parity with all other ethnic groups Hiring rate brought to parity with all other ethnic groups Promotion rate brought to parity with all other ethnic groups Representation projections for Latino employees with no changes to hiring, promotion, and turnover rates MERCER
15 T A L E N T F L O W S : S U M M A R Y O F K E Y F I N D I N G S A F R I C A N - A M E R I C A N S A N D L A T I N O S Representation will decline at the leadership levels A choke point exists in the flow of talent into leadership positions Retention is a major challenge The Professionals career level offers significant advancement opportunity MERCER
16 R E S E A R C H S T R U C T U R E FS priorities and challenges The flow of talent in the Chicago FS industry Experiences in the Chicago FS industry The upshot African-American and Latino hires, promotions, and exits Survey of 9,960 Actions for employers and industry Projected future representation MERCER
17 N E A R L Y 1 0, C H I C A G O - A R E A F I N A N C I A L S E R V I C E S E M P L O Y E E S R E S P O N D E D Total respondents 9,660 4,645 male 4,463 female 15 other/in transition 537 declined to answer African-American respondents 1, male 800 female 1 other/in transition Latino respondents male 442 female MERCER
18 F A C T O R S M O S T I N F L U E N C I N G T H E I N T E N T T O L E A V E T H E F S I N D U S T R Y Satisfaction with the opportunity to reach long-term career goals is the strongest driver of intent to remain in the industry for African-Americans and Latinos African-American Latino White Opportunity to reach long-term career goals FS industry reputation Type of work I do Level of work stress Ethics and integrity of co-workers Quality of leadership Interesting and challenging work Relationship with co-workers Prestige and status of FS industry MERCER
19 S A T I S F A C T I O N W I T H O P P O R T U N I T Y T O A C H I E V E L O N G - T E R M G O A L S Satisfaction with the opportunity to reach long-term career goals tends to be higher for whites at the management levels W H I T E A F R I C A N - A M E R I C A N L A T I N O % SATISFIED OR VERY SATISFIED MERCER
20 W O R K P L A C E E X P E R I E N C E S A S S O C I A T E D W I T H L O N G - T E R M C A R E E R O U T L O O K MERCER
21 D I F F E R E N C E S I N E X P E R I E N C E S A M O N G A F R I C A N - A M E R I C A N S, L A T I N O S, A N D W H I T E S Joining the industry: African-Americans and Latinos tended to make their decision to join the industry earlier than whites. MERCER
22 My first job, at the age of 17, was at an FS institution. I was absolutely fascinated with the industry and the possibilities of establishing a lifelong career. MERCER
23 D I F F E R E N C E S I N E X P E R I E N C E S A M O N G A F R I C A N - A M E R I C A N S, L A T I N O S, A N D W H I T E S Working in the industry: Latinos are more likely to indicate that career is their first priority W H I T E A F R I C A N - A M E R I C A N L A T I N O My career is my first priority My career is currently my first priority, but I expect to have other equally important priorities in the near future My career is important to me, but I have other equally important priorities My career is important to me, but I have more important priorities My career is not important to me MERCER
24 D I F F E R E N C E S I N E X P E R I E N C E S A M O N G A F R I C A N - A M E R I C A N S, L A T I N O S, A N D W H I T E S Working in the industry Supervisor and leadership support are seen as most important for advancement W H I T E A F R I C A N - A M E R I C A N L A T I N O MERCER
25 D I F F E R E N C E S I N E X P E R I E N C E S A M O N G A F R I C A N - A M E R I C A N S, L A T I N O S, A N D W H I T E S Working in the industry Leadership matters W H I T E A F R I C A N - A M E R I C A N L A T I N O Senior leaders in my company are passionate advocates for diversity and inclusion Satisfaction with supervisor relationship MERCER
26 D I F F E R E N C E S I N E X P E R I E N C E S A M O N G A F R I C A N - A M E R I C A N S, L A T I N O S, A N D W H I T E S Working in the industry Perceptions of fairness vary by race/ethnicity W H I T E A F R I C A N - A M E R I C A N L A T I N O Application of policies Opportunities Rewards MERCER
27 The amount of hard work does not translate to the amount of success that one should have. Many people work extremely hard only to be given very marginal success in terms of career progression. I have found it difficult to advance my career within this industry, because it ultimately comes down to who you know... 90% of positions already have candidates before they are even posted. MERCER
28 D I F F E R E N C E S I N E X P E R I E N C E S A M O N G A F R I C A N - A M E R I C A N S, L A T I N O S, A N D W H I T E S Working in the industry It is important to all groups to be themselves at work, but acceptance is not felt equally. W H I T E A F R I C A N - A M E R I C A N L A T I N O Important to be myself at work Feel accepted for who I am / I am able to be authentic MERCER
29 I ve found you really have to have the strength to be yourself because almost everyone else conforms to a corporate standard. I m older now, so I have the strength to fully be myself. I don t think either African-American/black or Hispanic/ Latino employees are looking for any sort of preferential treatment my personal experience is that they want to work with people with whom they can relate. MERCER
30 D I F F E R E N C E S I N E X P E R I E N C E S A M O N G A F R I C A N - A M E R I C A N S, L A T I N O S, A N D W H I T E S Higher-level African-Americans and Latinos are more likely to be considering leaving the industry. TOP-LEVEL MANAGEMENT MID-LEVEL MANAGEMENT PROFESSIONALS SALES ADMINISTRATIVE % Intending to leave the industry MERCER
31 If there is an opportunity that I am interested in outside the industry... I will take it. You have to be fluid in this marketplace, and that is what the future will be like... forever. MERCER
32 E M P L O Y E E E X P E R I E N C E S : S U M M A R Y O F K E Y F I N D I N G S A F R I C A N - A M E R I C A N S A N D L A T I N O S Having a positive long-term career outlook has the greatest influence on African- Americans and Latinos intent to remain in the industry Satisfaction with long-term career opportunities increases as management level increases for whites, but not for African-Americans and Latinos African-Americans and Latinos at the highest levels are more likely than whites to consider leaving the industry African-Americans and Latinos are less likely than whites to see senior leaders as passionate advocates for Diversity and Inclusion African-Americans and Latinos give lower ratings than whites to the fairness of opportunities Supervisor and leader support are viewed as key for advancement MERCER
33 R E S E A R C H P R O C E S S A N D O R G A N I Z A T I O N O F T H E R E P O R T FS priorities and challenges The flow of talent in the Chicago FS industry Experiences in the Chicago FS industry The upshot African-American and Latino hires, promotions, and exits Survey of African-Americans and Latinos Actions for employers and industry Projected future representation MERCER
34 K E Y R E C O M M E N D A T I O N S F O R E M P L O Y E R S Fill senior leadership from within Emphasize retention and build solutions tailored to specific talent segments Hire African-American and Latino talent at the Professionals career level Monitor fairness and transparency Leadership matters MERCER
35 K E Y R E C O M M E N D A T I O N S F O R T H E I N D U S T R Y Create early awareness of career opportunities in the sector Expand the sources of recruitment of new graduates Identify diverse talent with skills transferable to FS MERCER
36 K E Y R E C O M M E N D A T I O N S F S P Ensure alignment Maintain CEO support Keep track of progress MERCER
37 A B O U T T H E A U T H O R S RICK GUZZO ALINA POLONSKAIA BESS TSCHANTZ-HAHN Rick co-leads Mercer s Workforce Sciences Institute, a research and innovation center. He is based in Washington, DC. In addition to R&D responsibilities, Rick delivers databased advisory work primarily to large, global clients on a wide range of strategic workforce issues. Rick can be reached at rick.guzzo@mercer.com. Alina is a principal in Mercer s Talent Business in Toronto. In additional to her consulting responsibilities, Alina leads two of Mercer s executive peer networks Global Diversity Forum and Workforce Opportunity Network. Alina specializes in organizational transformation and diversity and inclusion. Alina can be reached at alina.polonskaia@mercer.com. Bess is a principal employee research consultant in Mercer s Chicago office. Bess designs and implements surveys, focus groups, and interviews to help clients gather employee input on the work environment, engagement, employee programs and practices, and perceptions of the value proposition. Bess can be reached at bess.r.tschantz-hahn@mercer. MERCER
38 MERCER
S ui t e 2, Gr ound F l oor, T ower B usi ness Cent r e, T ower S t r eet, S wat ar B K R Mal t a T. ( ) / 5 E.
S ui t e 2, Gr ound F l oor, T ower B usi ness Cent r e, T ower S t r eet, S wat ar B K R 4 0 1 3 - Mal t a T. ( + 3 5 6 ) 2 1 2 3 2 2 2 4 / 5 E. j obs@ v acancy cent r e. com V A CA NCY CE NT R E. COM
More information5 WAY S T O I N N O VAT E W I T H I N S I G H T S
5 WAY S T O I N N O VAT E W I T H I N S I G H T S David Green @david_green_uk People data is the #1 global trend. D A T A D R I V E N H R H A S A R R I V E D Very important or important Very ready or ready
More informationImagine. b u i l t a r o u n d w h a t c l i e n t s r e a l l y w a n t. J a n u a r y
Imagine A p r o f e s s i o n a l s e r v i c e s f i r m t h a t s b u i l t a r o u n d w h a t c l i e n t s r e a l l y w a n t J a n u a r y 2 0 1 9 1 A q u i c k w o r d a b o u t o u r r e s e a
More informationAbout WE RE A PASSIONATE COMPANY FILLED WITH PASSIONATE INDIVIDUALS OUR MISSION OUR VISION OUR TAGLINE OUR NAME
Media Kit About For more than 65 years, The Arc Northern Chesapeake Region (The Arc NCR) has helped people with intellectual and developmental disabilities to live, work and play in Harford and Cecil Counties.
More informationThe best first step you ll ever take
The Ørsted Graduate Programme The best first step you ll ever take 2 Ørsted Graduate Programme Ørsted Graduate Programme 3 Leaders. Dreamers. Problem Solvers. Welcome The Ørsted Graduate Programme is designed
More informationPlanning for Economic and Job Growth
Planning for Economic and Job Growth Mayors Innovation Project Winter 2012 Meeting January 21, 2012 Mary Kay Leonard Initiative for a Competitive Inner City AGENDA The Evolving Model for Urban Economic
More informationPROGRAM EVALUATION REPORT The following information is organized by CACREP-Accredited Program Specialty Areas for
PROGRAM EVALUATION REPORT 2016-2017 For the 2016-2017 academic year, DePaul Counseling Program faculty conducted a program evaluation by reviewing available data and surveying stakeholders. The following
More informationCHARTING SPATIAL BUSINESS TRANSFORMATION
CHARTING SPATIAL BUSINESS TRANSFORMATION An in-depth look at the business patterns of GIS and location intelligence adoption in the private sector EXECUTIVE SUMMARY The global use of geographic information
More informationStrategic HR Partner Assessment (SHRPA) Feedback Results. Sample, Joe. May 2016
Strategic HR Partner Assessment (SHRPA) Feedback Results May 206 Report format Copyright 997-206 Assessment +, Inc. Introduction This report is divided into four sections: Part I, The SHRPA TM Model, explains
More informationNSHE DIVERSITY REPORT
University of Nevada, Las Vegas University of Nevada, Reno NSHE DIVERSITY REPORT 2006-07 Nevada State College at Henderson College of Southern Nevada December 2007 Prepared by the Office of Academic and
More informationUN-GGIM: Strengthening Geospatial Capability
Fifth Plenary Meeting of UN-GGIM: Europe Brussels, 6-7 June 2018 UN-GGIM: Strengthening Geospatial Capability Walking the talk to leave no one behind Greg Scott, UN-GGIM Secretariat Environmental Statistics
More informationPROGRAM EVALUATION PRELIMINARY REPORT. The following information is organized by program specialty areas for
PROGRAM EVALUATION PRELIMINARY REPORT For the 2016-2017 academic year, DePaul Counseling Program faculty conducted a program evaluation by reviewing available data and surveying stakeholders. The following
More informationF L I G H T R I S K I N M & A : T H E A R T A N D S C I E N C E O F R E T A I N I N G T A L E N T
H E A L T H W E A L T H C A R E E R F L I G H T R I S K I N M & A : T H E A R T A N D S C I E N C E O F R E T A I N I N G T A L E N T M E R C E R S 2 0 1 7 R E S E A R C H R E P O R T MARCH 30, 2017 Ursula
More informationEEOP SHORT FORM September 21, 2012
EEOP SHORT FORM September 21, 2012 Table of Contents TABLE OF CONTENTS... 1 STEP 1: INTRODUCTORY INFORMATION 2 STEP 2: AGENCY S WORKFORCE (table). 6 STEP 3: COMMUNITY LABOR STATISTICS..9 STEP 4a: UTILIZATION
More informationThe Talent Crisis in Fundraising: What Does It Mean for You?
The Talent Crisis in Fundraising: What Does It Mean for You? M a r k W. J o n e s B e n t z W h a l e y F l e s s n e r N o v e m b e r 7, 2 0 1 4 Copyright 2014 Three Goals 1. T h e Ta l e n t C r i s
More informationNERCHE Self-Assessment Rubric for the Institutionalization of Diversity, Equity, and Inclusion in Higher Education
NERCHE Self-Assessment Rubric for the Institutionalization of Diversity, Equity, and Inclusion in Higher Education College of Education and Human Development University of Massachusetts Boston 100 Morrissey
More information11/3/17. PSYC 100 discussion sessions can help you explore some of these possibilities! What can I do with my degree? Non-Linear Career Path
PSYC 100 discussion sessions can help you explore some of these possibilities! What can I do with my degree? Credit: Celeste Spier, former UNL psychology advisor } I won t get a job after I graduate. }
More informationGreen Chemistry Member Survey April 2014
Green Chemistry Member Survey April 2014 www.greenchemistryandcommerce.org Summary In 2014, the Green Chemistry & Commerce Council surveyed its business members to gain a better understanding of their
More informationHispanic Representation in the Department of Defense Civilian Workforce
NATIONAL DEFENSE RESEARCH INSTITUTE Hispanic Representation in the Department of Defense Civilian Workforce Trend and Barrier Analysis Appendixes Miriam Matthews, Bruce R. Orvis, David Schulker, Kimberly
More informationCOMMISSION ON ACCREDITATION 2014 ANNUAL REPORT ONLINE
COMMISSION ON ACCREDITATION 2014 ANNUAL REPORT ONLINE SUMMARY DATA: POSTDOCTORAL PROGRAMS ^Clicking a table title will automatically direct you to that table in this document *Programs that combine two
More informationUtilization Analysis and, Hiring and Promotion Goals Section 46a-68-85
Utilization Analysis (UA) Utilization Analysis and, and Promotion Goals Section 46a-68-85 In order to determine if protected groups are fully and fairly utilized in the University s workforce, the number
More informationUniversity of Cape Town
1 University of Cape Town CHED Employment Equity Plan (draft): April 2015- March 2020 Name of Department/Faculty Department Centre for Higher Education Development (CHED) Transformation Committee Date
More informationWorkforce Development Enables Your Adoption Strategy
Workforce Development Enables Your Adoption Strategy Michael Green Organizational Adoption Consultant Matthew Karl Training Consultant Agenda Adopt, Embrace, Utilize Components of Change Management Workforce
More informationCOMMISSION ON ACCREDITATION 2012 ANNUAL REPORT ONLINE
COMMISSION ON ACCREDITATION 2012 ANNUAL REPORT ONLINE SUMMARY DATA: POSTDOCTORAL PROGRAMS ^Clicking a table title will automatically direct you to that table in this document *Programs that combine two
More informationChemists Do you have the Bayer Spirit?
www.mybayerjob.de Chemists Do you have the Bayer Spirit? Research and Development, Synthesis, Analytics, In-house Consulting, Patents, Information Technology, Production, Marketing Chemists in Bayer s
More informationAlluvium Consulting Australia Senior integrated water management specialist Position Description March 2018
Alluvium Consulting Australia Senior integrated water management specialist Position Description March 2018 Overview of Alluvium We are an employee-owned consulting firm founded in 2006 to provide advice
More informationSurrey Pay Offer non-schools 1 July 2017 to 30 June 2018 ADDITIONAL INFORMATION REQUESTED
Surrey Offer non-schools 1 July 2017 to 30 June 2018 ADDITIONAL INFORMATION REQUESTED Contents Table 1: Headcount across pay models for non-schools Table 2: 2016 pay bands for job family and leadership
More informationChemical Safety as a Core ACS Value: Report on the 2018 Safety Summit
Chemical Safety as a Core ACS Value: Report on the 2018 Safety Summit Introduction In December 2016, the ACS Board of Directors adopted safety as one of the Society s core values, thus affirming that the
More informationHealthy Cities. Lecture 4 Planning and Regeneration, Sustainable and Healthy. Opening Address
Healthy Cities Lecture 4 Planning and Regeneration, Sustainable and Healthy Opening Address Suzanne Wylie Director of Health and Environmental Services, Belfast City Council Belfast The Past The Present
More informationCulture and Urban Revitalization
University of Pennsylvania ScholarlyCommons Culture and Community Revitalization: A Collaboration Social Impact of the Arts Project 6-2007 Culture and Urban Revitalization Mark J. Stern University of Pennsylvania,
More informationEnergy and U.S. Consumers
Energy and U.S. Consumers June 3, 2014 Sheril Kirshenbaum Director of The Energy Poll Impartial and authoritative source of public perspectives on energy to inform and guide discussion, business planning
More informationANYTIME PDUs: COMBO PACK 4 (62 PDUs) No Longer Available PLAN SUMMARY TAKE COURSES ONLINE 24/7** Purchase Option
ANYTIME PDUs: COMBO PACK 4 (62 PDUs) Purchase Option No Longer Available PLAN SUMMARY The Anytime PDUs: Combo Pack #4 online training subscription plan includes 50 online courses that award a varying number
More informationD O G W O O D P R O J E C T S
M I N D F U L M A T T E R S D I G I T A L P U B L I S H E R & C O N S U L T A N T I N T R O D U C T I O N T O D O G W O O D P R O J E C T S F O U N D E R, J E F F P O S S I E L J E F F P O S S I E L, F
More informationYoung Women in Energy (YWE) #Solveathon Insights Report
Young Women in Energy (YWE) #Solveathon Insights Report In Energy, right now, perhaps more than ever in the industry s history, it is critical that we have the best possible minds and hands working to
More informationShow Me the Money. >> By Robert L. Young, LS
Show Me the Money here is a lot of talk about the role that GIS plays in business, and in society at large. I d like to talk about what GIS means to surveyors, at least to this surveyor: my experience
More informationEXECUTIVE ORDER AFFIRMATIVE ACTION PLAN (AAP)
EXECUTIVE ORDER 11246 AFFIRMATIVE ACTION PLAN (AAP) SACRAMENTO REGIONAL TRANSIT DISTRICT 1400 29 th Street Sacramento, CA 95816 (916) 321-2800 January 1, 2018 December 31, 2021 Dun s #: 04-894-7139 EIN
More informationLondon Obesity Leads Network Tuesday 6 th February 2018
LONDON'S CHILD O BESITY TASKFORCE London Obesity Leads Network Tuesday 6 th February 2018 Matt Creamer Senior Policy Officer W H AT I S L O N D O N S C H I L D O B E S I T Y TA S K F O R C E To effect
More informationCopernicus Academy. Roles and responsibilities of the Copernicus Academy. user uptake. Focus Data uptake, capacity building and skills development
Copernicus Academy user uptake Roles and responsibilities of the Copernicus Academy The European Commission has launched two Networks, the Copernicus Relays and the Copernicus Academy, to contribute on
More informationThe purpose of this report is to recommend a Geographic Information System (GIS) Strategy for the Town of Richmond Hill.
Staff Report for Committee of the Whole Meeting Department: Division: Subject: Office of the Chief Administrative Officer Strategic Initiatives SRCAO.18.12 GIS Strategy Purpose: The purpose of this report
More informationCOMMISSION ON ACCREDITATION 2011 ANNUAL REPORT ONLINE
COMMISSION ON ACCREDITATION 2011 ANNUAL REPORT ONLINE SUMMARY DATA: POSTDOCTORAL PROGRAMS ^Clicking a table title will automatically direct you to that table in this document *Programs that combine two
More informationArtificial Intelligence and Human Resources
Artificial Intelligence and Human Resources I n f l u e n c i n g c u l t u r e, w o r k a n d l e a r n i n g S m a r t P r o z a n d K n o x D a l t o n & A s s o c i a t e s One of you will be the winner
More informationA R A W MIXEDCOMPANYPODCAST.COM
2 0 1 8 S E A S O N 3 M E D I A K I T A R A W P O D C A S T A B O U T D I V E R S I T Y I N C L U S I O N & S O C I A L E Q U I T Y I N C R E A T I V E I N D U S T R I E S O U R G O A L I S T O T A K E
More informationSample, Inc June 2007
June 2007 Organizational Culture Inventory OCI Standard Report human synergistics/center for applied research, inc. () 1 Organizational Culture Inventory Current Culture N=300 Overall, the strongest extensions
More informationSOUTH DAKOTA BOARD OF REGENTS. Academic and Student Affairs ******************************************************************************
SOUTH DAKOTA BOARD OF REGENTS Academic and Student Affairs AGENDA ITEM: 7 C (4) DATE: June 28-30, 2016 ****************************************************************************** SUBJECT: New Minor:
More informationLife, Physical, and Social Science Occupations in Allegheny County
Life, Physical, and Social Science Occupations in Allegheny County 2015-2025 1 Life, Physical, and Social Science Occupations Regions Code Description 42003 Allegheny County, PA Timeframe 2015-2025 Datarun
More informationAn Agenda to Mainstream. Joel A. Tickner, ScD Sustainable Chemistry: The Way Forward September 24, 2015
An Agenda to Mainstream Green Chemistry Joel A. Tickner, ScD Sustainable Chemistry: The Way Forward September 24, 2015 About the GC3 The Green Chemistry & Commerce Council (GC3) is a business-to-business
More informationEQUAL EMPLOYMENT OPPORTUNITY PLAN
City of Shawnee HUMAN RESOURCE DEPARTMENT PO BOX 1448 Shawnee, OK 74802 Phone: (405) 878-1626 Fax: (405) 878-1734 2014-2015 through 2016-2017 UPDATED November 2017 EQUAL EMPLOYMENT OPPTUNITY PLAN The City
More informationMinistry of Health and Long-Term Care Geographic Information System (GIS) Strategy An Overview of the Strategy Implementation Plan November 2009
Ministry of Health and Long-Term Care Geographic Information System (GIS) Strategy An Overview of the Strategy Implementation Plan November 2009 John Hill, Health Analytics Branch Health System Information
More informationThe Green. Chemistry Checklist Why Green Chemistry? The Business Case. Inside. Support and Communication. Design and Innovation
The Green Chemistry Checklist Green Chemistry and Safer Products Business Commitment, v.1.0 Why Green Chemistry? The Business Case Inside Why Use the Green Chemistry Checklist page 2 The Checklist: Green
More informationRecovery Renewal Rebuilding
Recovery Renewal Rebuilding Federal Reserve Foreclosure Series Washington, D.C. October 20, 2008 Mayor Jay Williams, Youngstown OH The City of Youngstown Youngstown State University Urban Strategies Inc.
More informationForecasting as a Financial Management Process
Business Forecasting and Analytics Forum September 19-20 Chicago, IL Forecasting as a Financial Management Process JPK Group September 20, 11:00am Jean-Paul Michel LanzaTech 16 years as Controller / CFO
More informationDisaster Management & Recovery Framework: The Surveyors Response
Disaster Management & Recovery Framework: The Surveyors Response Greg Scott Inter-Regional Advisor Global Geospatial Information Management United Nations Statistics Division Department of Economic and
More informationPutting the U.S. Geospatial Services Industry On the Map
Putting the U.S. Geospatial Services Industry On the Map December 2012 Definition of geospatial services and the focus of this economic study Geospatial services Geospatial services industry Allow consumers,
More informationTulare County Office of Education BTSA Induction Consortium
Tulare County Office of Education BTSA Induction Consortium Biennial Report 5/17/10 Page 1 of 15 Local Educational Agency CD Code 54-10546 Section A, Part I: Contextual Information Biennial Report Contextual
More informationGolf Course Superintendent (Candidate Selection) ECH / April 26, 2000
Golf Course Superintendent (Candidate Selection) ECH / April 26, 2000 OPEN THE INTERVIEW Greet the candidate Introduce the selection team Put the candidate at ease with general rapport building questions
More informationNHS Workforce Race Equality Standard Report
NHS Workforce Race Equality Standard Report Introduction This report provides details on our submission to the NHS Workforce Race Equality Standard (WRES). The WRES was mandated in the 2015/16 NHS Standard
More informationProcess Performance and Quality
Chapter 5 Process Performance and Quality Evaluating Process Performance Identify opportunity 1 Define scope 2 Document process 3 Figure 5.1 Implement changes 6 Redesign process 5 Evaluate performance
More informationP E O P L E A N A LY T I C S 4. 0
H E A L T H W E A L T H C A R E E R P E O P L E A N A LY T I C S 4. 0 B U S T I N G T R A D I T I O N A L B O U N D A R I E S Jenny Anderson Lang Ip Kashmira Daruwalla W H O A R E W E? JENNY ANDERSON LANG
More informationL E T T E R O F I N T E N T
C A N D I D A T E F O R V I C E P R E S I D E N T O F E X T E R N A L A F F A I R S A N D N A T I O N A L C O M M U N I C A T I O N S C O O R D I N A T O R : Daji Free L E T T E R O F I N T E N T D e a
More informationKUNMING FORUM ON UNITED NATIONS GLOBAL GEOSPATIAL INFORMATION MANAGEMENT CITIES OF THE FUTURE: SMART, RESILIENT
KUNMING FORUM ON UNITED NATIONS GLOBAL GEOSPATIAL INFORMATION MANAGEMENT CITIES OF THE FUTURE: SMART, RESILIENT and SUSTAINABLE Yunnan Zhenzhuang Guest House, Kunming, China 10 12 May 2017 BACKGROUND CONCEPT
More informationDiffusion of GIS in Public Policy Doctoral Program
Diffusion of GIS in Public Policy Doctoral Program By Fulbert Namwamba PhD Southern University This presentation demonstrate how GIS was introduced in the Public Policy Doctoral Program at Southern University,
More informationWHAT WE DO. Advising + Coaching. Hands on Help + Project Management. Interim/Virtual Management Team. Financial-Strategic Alignment
G E T T I N G F I N A N C I A L L Y N A K E D R o u n d t a b l e C a s e S t u d y w i t h R e a l N u m b e r s f r o m R e a l F o o d H u b s California - Pennsylvania - New Hampshire - West Virginia
More informationNew Prospects for Peripheral Rural Regions Helmut Hiess Glasgow, 19th of May 2010
New Prospects for Peripheral Rural Regions Helmut Hiess Glasgow, 19th of May 2010 ÖROK: Organisation & Tasks Austrian Conference on Spatial Planning (ÖROK, since 1971): Joint organisation by Federal level,
More informationCOMMISSION ON ACCREDITATION 2017 ANNUAL REPORT ONLINE
COMMISSION ON ACCREDITATION 2017 ANNUAL REPORT ONLINE SUMMARY DATA: DOCTORAL PROGRAMS ^Table titles are hyperlinks to the tables within this document INTRODUCTION The Annual Report was created in 1998
More information1. Original Form Redesigned Form...5 III. Designs Created Using Supplied Text & Information. 1. Business Card STC Flyer...
Table of Contents I. Introduction A. Foreword..........2 B. Conceptual Model.............3 II. Designs Based on an Existing Work A. Images 1. Scanning & Editing...4 2. Embellishments...4 B. F o r m M a
More informationCertification Document CD0054 ISO Certification Pierce Bradenton
PIERCE MANUFACTURING INC. AN OSHKOSH CORPORATION COMPANY Certification Document CD0054 ISO Certification Pierce Bradenton Pierce Manufacturing, Inc. facilities in Bradenton, Florida have received ISO 9001:2000
More informationEnvironmental Analysis, Chapter 4 Consequences, and Mitigation
Environmental Analysis, Chapter 4 4.17 Environmental Justice This section summarizes the potential impacts described in Chapter 3, Transportation Impacts and Mitigation, and other sections of Chapter 4,
More informationWHAT MATTERS GETS MEASURED. How the right data can take your brand from good to great!
WHAT MATTERS GETS MEASURED How the right data can take your brand from good to great! B:CIVIC OCTOBER 2018 PRESENTED BY: www.gocatalist.com @BrittanyHHill Brittany Hill BRITTANY HILL Chief Executive Officer
More informationNational Planning Framework Louth County Council Submission
National Planning Framework 2040 Louth County Council Submission 10 th November 2017 2 Louth County Council Introduction The primacy of the Dublin / Belfast corridor in the urban network on the island
More informationgeographic patterns and processes are captured and represented using computer technologies
Proposed Certificate in Geographic Information Science Department of Geographical and Sustainability Sciences Submitted: November 9, 2016 Geographic information systems (GIS) capture the complex spatial
More informationSTATE OF FLORIDA DEPARTMENT OF CITRUS 605 EAST MAIN STREET / BOX 9010 / BARTOW, FLORIDA 33831
SHANNON R. SHEPP EXECUTIVE DIRECTOR PHONE: 863-537-3999 FAX: 877-352-2487 STATE OF FLORIDA DEPARTMENT OF CITRUS 605 EAST MAIN STREET / BOX 9010 / BARTOW, FLORIDA 33831 fdocgrower.com floridajuice.com MARTIN
More informationLooking Back Looking Around Looking Ahead
www.scifun.org American Chemical Society Looking Back Looking Around Looking Ahead Bassam Z. Shakhashiri 2011 ACS Mid-Atlantic Regional Meeting University of Maryland, College Park Monday, May 23, 2011
More informationTransform Yourself. Position yourself as a strategic innovator in supply chain management with the CPSM and CSM.
Transform Yourself Position yourself as a strategic innovator in supply chain management with the CPSM and CSM. CPSM s earn 23% more than those without a designation. Source: ISM 2011 Salary Survey (CSM
More informationSPIRITUAL GIFTS. ( ) ( ) 1. Would you describe yourself as an effective public speaker?
SPIRITUAL GIFTS QUESTIONNAIRE: SPIRITUAL GIFTS ( ) ( ) 1. Would you describe yourself as an effective public speaker? ( ) ( ) 2. Do you find it easy and enjoyable to spend time in intense study and research
More informationTicketed Sessions 1 Information in this list current as of August 2008
Ticketed Sessions in this list current as of August 2008 1 2011 Annual Conference and Exhibit Show Ticketed Sessions Ticketed Sessions Saturday, March 26 8:00 9:00 a.m. 1101T Achievement Is Not Just a
More informationDIGITAL. Our social and content prowess ensures you share and engage with the right people and earn yourself some great advocates.
PIXELS Agency DIGITAL Our social and content prowess ensures you share and engage with the right people and earn yourself some great advocates. DEVELOP Many of the products we have developed have been
More informationThis year s conference theme: Mining Geology through the value chain
Benchmarking: Does it have a role in improving the performance of mining geology? AMC Consultants Pty Ltd Mark Berry, Principal Geologist This year s conference theme: Mining Geology through the value
More informationThis memo will provide an explanation of the next stages of this planning process for the Road Map Project in 2016.
Road Map Strategic Planning Process 2016 Background: From September through December 2015, CCER engaged members of the Community Network Steering Committee and Project Sponsors Group in discussions about
More informationTHE ROLE OF GEOSPATIAL AT THE WORLD BANK
THE ROLE OF GEOSPATIAL AT THE WORLD BANK INSPIRE Conference Barcelona, Spain September 26, 2016 Kathrine Kelm Senior Land Administration Specialist Global Land and Geospatial Unit The World Bank Group
More informationGreen Chemistry Webinar Series: May 14, 2014
Green Chemistry Webinar Series: May 14, 2014 Green Chemistry Education: Not Just for Chemists Anymore by Julie A. Haack, PhD (Coordinator - Green Product Design Network; Assistant Department Head and Senior
More informationDiscovering the Earth s Resources. Geophysical, Geological and Environmental Services
Geophysical, Geological and Environmental Services Services Overview Prospectiuni SA is the leading geophysical and geological service company in South Eastern Europe with 60 years of experience of international
More informationUSA SWIMMING 2015 D&I SCORECARD
D&I SCORECARD D&I SCORECARD How the D&I Scorecard is collected and prepared In accordance with the Ted Stevens Act, the USOC s Diversity and Inclusion department annually collects diversity data from the
More informationOrganizational Enablers for Project Governance
Organizational Enablers for Project Governance PMI Oslo 2017 Ralf Müller, BI Norwegian Business School, PMI Fellow Email: ralf.muller@bi.no Agenda Background, concepts, definitions etc. Study aims and
More informationImplementing the Sustainable Development Goals: The Role of Geospatial Technology and Innovation
Fifth High Level Forum on UN Global Geospatial Information Management Implementing the Sustainable Development Goals: The Role of Geospatial Technology and Innovation 28-30 November 2017 Sheraton Maria
More informationGeophysical, Geological and Environmental Services
Geophysical, Geological and Environmental Services Experience KAZAKHSTAN MOLDOVA CROATIA SERBIA ROMANIA MONTENEGRO BULGARIA F.Y.R.O.M. ALBANIA ARMENIA PORTUGAL GREECE TURKEY SYRIA IRAN AFGHANISTAN MOROCCO
More informationA Note on Methods. ARC Project DP The Demand for Higher Density Housing in Sydney and Melbourne Working Paper 3. City Futures Research Centre
A Note on Methods ARC Project DP0773388 The Demand for Higher Density Housing in Sydney and Melbourne Working Paper 3 City Futures Research Centre February 2009 A NOTE ON METHODS Dr Raymond Bunker, Mr
More information2018 COMPENSATION PLANNING IN EUROPE
2018 COMPENSATION PLANNING IN EUROPE F O R E C A S T S A N D T R E N D S TO P R E P A R E F O R T H E F U T U R E O F W O R K WEBCAST OCTOBER 30, 2018 Luca Baroldi European Rewards Practice Leader Monika
More informationEMPLOYER SURVEY 2001 of the UNDERGRADUATE PROGRAM DEPARTMENT OF GEOLOGY AND GEOPHYSICS
EMPLOYER SURVEY 2001 of the UNDERGRADUATE PROGRAM DEPARTMENT OF GEOLOGY AND GEOPHYSICS INTRODUCTION An employer survey was conducted as part of a series of surveys undertaken to meet the accreditation
More informationGeographic Information Systems (GIS) Officer
Geographic Information Systems (GIS) Officer 2 Year Part-Time Position (3 days per week) The Nature Parks is an inspiring workplace and, as the largest employer on Phillip Island, offers a range of career
More informationPLANNING (PLAN) Planning (PLAN) 1
Planning (PLAN) 1 PLANNING (PLAN) PLAN 500. Economics for Public Affairs Description: An introduction to basic economic concepts and their application to public affairs and urban planning. Note: Cross-listed
More informationDOD Department of Defense Education Activity For period covering October 1, 2010 to September 30, 2011
EEOC FORM 715-01 PART A - D U.S. Equal Employment Opportunity Commission FEDERAL AGENCY ANNUAL EEO PROGRAM STATUS REPORT Revision Number: 13 DOD Department of Defense Education Activity For period covering
More informationA User s Guide to the Federal Statistical Research Data Centers
A User s Guide to the Federal Statistical Research Data Centers Mark Roberts Professor of Economics and Director PSU FSRDC September 2016 M. Roberts () RDC User s Guide September 2016 1 / 14 Outline Introduction
More information4. 1. PROGRAM: Architectural Technology CODE: A40100 DEGREE: Associate in Applied Science DESCRIPTION/PURPOSE
ARCHITECTURAL TECHNOLOGY DESCRIPTION/PURPOSE PROGRAM: Architectural Technology CODE: A40100 DEGREE: Associate in Applied Science The Architectural Technology curriculum prepares individuals with knowledge
More informationRSC Analytical Division Strategy
RSC Analytical Division Strategy 2013-2017 The Analytical Division aims to promote and support analytical chemistry at all levels from public outreach and school education to the most innovative and cutting
More informationU.S. SOCCER FEDERATION 2014 D&I SCORECARD
D&I SCORECARD D&I SCORECARD How the D&I Scorecard is collected and prepared How s in the USOC D&I Scorecard are derived In accordance with the Ted Stevens Act, the USOC s Diversity and Inclusion department
More informationIntegrated Postsecondary Education Data System
University of Nebraska Omaha DigitalCommons@UNO IPEDS Completions Integrated Postsecondary Education Data System 202 Completions 202-3 UNO Office of Institutional Effectiveness University of Nebraska at
More informationProgramme Specification (Undergraduate) Chemistry
Programme Specification (Undergraduate) BSc Chemistry This document provides a definitive record of the main features of the programme and the learning outcomes that a typical student may reasonably be
More informationGrace College Department of Graduate Counseling Vital Statistics and Program Evaluation Outcomes Vital Statistics
Grace College Department of Graduate Counseling Vital Statistics and Program Evaluation Outcomes 2017-2018 Vital Statistics 2017-2018 Enrollment as of 4/1/2018 (full-time) 113 Graduates (Summer 2017-Spring
More informationGroup: Leaders of Registered Student Organizations. SPT Partners: Dr. Robbie Steward and Dr. Adam Peck
Engagement and Data Gathering Sessions Group: Leaders of Registered Student Organizations SPT Partners: Dr. Robbie Steward and Dr. Adam Peck Date: October 6, 2014 Design: S.W.O.T. Carousel Attendees: 50
More informationUSER PARTICIPATION IN HOUSING REGENERATION PROJECTS
USER PARTICIPATION IN HOUSING REGENERATION PROJECTS Dr. Hatice Sadıkoğlu Bahçeşehir University, Faculty of Architecture and Design Prof. Dr. Ahsen Özsoy Istanbul Technical University, Faculty of Architecture
More information