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A program plan links to the strategies or broad approaches to facilitating change identified in the program plan. According to THCU, activities are products or services that are made or held for a given audience, such as an event, a phone-in counseling service or a self-help group. Ideally, healthy workplace plans are flexible and allow individuals to indicate the changes or supports they need in order to work well and be productive. Formative evaluation plans must be created during the program planning phase, before implementation. There are three types of evaluations to consider[2], not all of which will necessarily be used for every program.
Formative evaluation measurement can help improve the program during and after the implementation. Generates information that can be used to demonstrate the results of the program to funders and the community.
Focuses most on program activities, outputs and short-term outcomes for the purpose of monitoring progress and making mid-course corrections when needed. Helpful in describing the quality and effectiveness of the program by documenting its impact on participants and the community. When conducting evaluations, practitioners should think about expected outcomes, how achievements will be measured and the role of the workers themselves in program planning, design, implementation and evaluation. There are many things to think about when developing an evaluation plan, only some have been explored in this Info-Pack.
An organization’s healthy workplace committee is responsible for developing a detailed work plan. A healthy workplace committee used an organizational culture audit ? a type of situational assessment.
Online Health Program Planner provides additional information and helps users develop a full, comprehensive plan.
In Canada and the rest of the world, not enough research has been conducted to find the workplace interventions that are good practices, those that work well and those interventions that do not work as intended.
Psychological Support: A work environment where coworkers and supervisors are supportive of employees’ psychological and mental health concerns and respond appropriately as needed. Provide a portable computer to enable an employee’s ability to work at home or at unusual hours when needed.
Create opportunities for training and mentoring to enhance managers’ interpersonal and people management skills.
Ensure widespread awareness of the company benefits and programs that employees can access to address and support their mental health.
Create “stay-at-work” policies and programs to assist employees who remain at work while dealing with mental health concerns including formal and informal accommodations, such as allowing an employee to temporarily work part-time when they are returning from an absence.
Create a support net for new employees by pairing them with a mentor and a peer during their orientation. Create an organizational mission statement that incorporates values of trust, honesty and fairness and display it prominently for staff and the public. Create standardized orientation sessions for new employees with information about company’s mission and values and standards for employee behaviour.
Identify role models or mentors for new and junior employees to strengthen and ensure the continuity of organizational culture. Hold all members of the organization accountable for their actions and ensure that managers and leaders are held accountable to the same or higher standard. Clear Leadership and Expectations: A work environment where there is effective leadership and support that helps employees know what they need to do, how their work contributes to the organization and whether there are impending changes.
Develop a schedule of ‘check-ins’ with employees and managers to address issues of concern. Create mandatory training sessions for management and aspiring managers that builds skills around emotional intelligence, mental health in the workplace, assertive and non-violent communication, leadership and ethics. Civility and Respect: A work environment where employees are respectful and considerate in their interactions with one another, as well as with customers, clients and the public.
Create a “Matter of Respect” policy that goes above regulatory requirements to foster an environment that respects diversity and ensures a safe workspace where employees feel comfortable to be themselves. Give equal consideration in employment and advancement decisions to qualified persons with mental health disabilities. Psychological Job Fit: A work environment where there is a good fit between employees’ interpersonal and emotional competencies, their job skills and the position they hold. Hire managers and leaders based on their ability to demonstrate and understanding and commitment to leadership capabilities and supportive management practices rather than technical skills.
Have employees complete a personality and skills assessment before they are hired and placed into a position. Provide reinforcement and praise for employees’ demonstration of interpersonal and emotional competencies.
Growth and Development: A work environment where employees receive encouragement and support in the development of their interpersonal, emotional and job skills. Create a mentor program that links new employees to experienced employees to create a social and professional support. Host an annual education fair that highlights opportunities for personal and professional development and provides information on the company’s reimbursement policies. Develop an internal training and development syllabus that lets employees know about all available opportunities in the company for growth, education and training.
Provide seminars, workshops, lunch and learns, seminars, conferences and educational activities for employees that focus on both individual and department needs. Recognition and Reward: A work environment where there is appropriate acknowledgement and appreciation of employees’ efforts in a fair and timely manner.
Celebrate employee dedication by providing an INDIVIDUALIZED GIFT to the employee on their 10, 15, 20-year employment anniversaries and recognize to the whole organization in a newsletter, email or announcement.
Reward long standing employees with scholarships for their own growth or child-education savings accounts. Three or four times during the summer, the company hosts a free barbecue lunch to which all employees are encouraged to come.
Provide employees with constructive informal rewards such as closing the office early on a Friday after a hard week or allowing an employee who has done a good job the opportunity to try a new role and to take on additional responsibilities.
Provide dental, vision and mental health coverage that takes effect on the first day of employment. Encourage employees to publicly acknowledge and thank their peers for exceptional effort, doing an outstanding job, enhancing the work environment, showing tremendous passion for the job or for providing leadership.
Involvement and Influence: A work environment where employees are included in discussions about how their work is done and how important decisions are made. Ensure management is approachable and available to communicate by implementing an open door policy and by being visible around the office. Involve employees in the interviewing and screening for job candidates to ensure that existing team members are comfortable with hiring decisions.
Encourage employee participation and involvement during times of organizational change, providing empathy and support throughout. Workload Management: A work environment where tasks and responsibilities can be accomplished successfully within the time available. Train managers to be flexible with schedules to accommodate staff needs and to model good practices.
Engagement: A work environment where employees enjoy and feel connected to their work and where they feel motivated to do their job well. Conduct an annual satisfaction survey where employees can evaluate and provide feedback on their manager’s performance in the areas of communication, leadership, conflict management and innovation.
Balance: A work environment where there is recognition of the need for balance between the demands of work, family and personal life.
Provide personal days rather than sick days – this allows additional flexibility for employees who have childcare or eldercare concerns. Allowing workers to take paid or unpaid time during the day for medical appointments or deal with urgent family issues encourage employees to take time off to spend with family. Family Day open-house event where the family is invited to join staff for a day of games, tours, stories and food.
Hold employees accountable to getting all the work they need to get done finished, but enable them to work in the evenings or mornings at home if they cannot spend their full day in the office. Allow a full-time employee to job share rather than quit by allowing them to become a part-time employee and hire a second part-time employee to cover the other half of the work. Provide telecommuting options during the summer so that those with school-aged children, employees caring for aging parents or employees with other circumstances can opt to work from home. Psychological Protection: A work environment where employees’ psychological safety is ensured.
Provide Mental Health First-Aid training during employees’ regular hours and funded by company.
Encourage a safety culture by rewarding areas that have low accident rates with points towards prizes or bonuses.
Host emotional wellness seminars to teach employees new skills and strategies for staying psychologically fit in an emotionally demanding job environment. Provide retraining and gradual return to work for employees as needed who have been away for an extended leave. Providing employees the option to turn off fluorescent lights in their offices and bring in floor or table lamps.
Provide a quiet break room or an enclosed office for employees to go to when they need a break.
Providing a private space for employees to make phone calls during the day for personal or professional support. Situation: To reduce turnover, Lee Valley wanted to show employees that there was room for growth within the organization. Result: Employees see that opportunities for growth and development come in many shapes and forms and many employees have grown and developed their careers at Lee Valley through these measures. Canadian Best Practices Portal for Health Promotion and Chronic Disease Prevention, by the Public Health Agency of Canada, is a database of evaluated, best practice interventions. Logic Model Workbook, by THCU, provides an overview of logic models including what they are, why they are important and how to use their four-step approach to creating program logic models.
This chapter explains why you should read this book and how it can help you with any computer performance problem, now or in the future. Some have hundreds of pages of very difficult math that most people cana€™t do and most problems dona€™t require. There are so many different technologies in your transaction path; to read all the necessary books would take longer than the average corporate lifetime. Almost all manuals about a specific version of a technology were written under tremendous time pressure at about the same time the engineering was being completed; thus the engineers had little time to talk to the writers. What Ia€™m about to tell you will work for any collection of computers, running any software that has ever been built.
Whether you are studying the slow response time of a computer, the root cause of a traffic jam, or why you are always in the slowest line, understanding those forces gives you a big insight into why this is happening. Many parts of this book help you solve the diversity and complexity problems mentioned earlier by helping you quickly determine that large chunks of your computing infrastructure are not the problem. Once focused, a large fraction of everyonea€™s effort is spent working in the right place and on the right problem.
If you can replace S with the number 2 and U with the number 0.5 and calculate that R is equal to (spoiler alert) 4, then you have all the math you need for a long career in performance. In the future, money will still be important, humans will still want to avoid risk, office politics will still matter, and there will be many ways that you can be right, but still fail because you did not pay attention to the people involved. Having worked many performance problems from problem discovery, through solution presentation to senior management, and then on to problem resolution, Ia€™ve made a few mistakes and learned a few tricks. If you are impressed with work experience, then read on as Ia€™ve spent the last 25 years teaching performance fundamentals, capacity planning, modeling, and performance testing of websites.
If you are a person who is only impressed with academic qualifications then I have few to offer you. Your business depends on a collection of computers, software, networking equipment, and specialized devices.
All companies have an internal language and shorthand terms they use when describing the subset of the entire computing universe that determines their customera€™s experience.
In performance monitoring you need to know three things: the incoming workload, the resource consumption and what is normal. You need to know the incoming workload (what the users are asking your system to do) because all computers run just fine under no load.
Expected problems are when the users are simply asking the application for more things per second than it can do. Unexpected problems are when the incoming workload should be well within the capabilities of the application, but something is wrong and either the end-user performance is bad or some performance meter makes no sense. On any given day you, as the performance person, should be able to have a fairly good idea of how much work the users are asking the system to do and what the major performance meters are showing. With rare exception Ia€™ve found the lack of easily available workload information to be the single best predictor of how bad the situation is performance wise. The data you collect can also be used to predict the future with the other three tools in your bag: Capacity Planning, Load Testing, and Modeling. Capacity planning is the simple science of scaling the observed system so you can see if you have enough resources to handle the projected peak load, but it only works for resources you know about. Capacity planning is like a pre-party checklist where you check if there are enough: appetizers, drinks, glasses, places to sit, etc. Capacity planning starts by gathering key performance meters at a peak time on a reasonably busy day.
Now scale (multiply) the observed meters by the bossa€™s answer to get the projected peak utilization. In my experience, the application is rarely reengineered unless the inefficiency is egregious and the fix is easy and obvious. Capacity planning can be that simple, but there are a few more things you need to consider. Even though you base your projections on one peak day, you should look at the data over a period of a few days to a few weeks. Capacity planning can show you how busy key resources are at peak load, but it cana€™t tell you about response time changes as the load increases. Load testing is the art of creating artificially generated work that mimics the real work generated by the real users. Load tests depend on good performance monitoring to keep an eye on critical system resources as the load builds. For a load test to be really useful it must test the entire part of the transaction path that you care about. Load testing can also help you find where subsystems break, and isolate the effect of one transaction type.
Load testing can tell you many interesting things, but it can only give you data on the computing infrastructure you have now.



If you need to predict a future that is different from your present, then you need to model.
When your boss asks you to predict future performance of some application, first see if you can do a simple capacity plan.
This model of Hurricane Irene is accurate enough for anyone with a house on the Gulf of Mexico and it looks hopeful for Floridaa€™s Atlantic coast as well.
In a computer context, imagine your model shows that at peak load this servera€™s CPU is 20% busy. Unfortunately, the above model of Hurricane Irene, at that moment, could not see far enough into the future to predict the devastating flooding Irene would cause in my home state of Vermont. If you respect these limits, modeling is doable, useful and has its place when you are asking questions about the future. This chapter shows you how to gain confidence you will make it smoothly though a projected future peak load by scaling up your current observed load. This chapter gives you practical advice on how to load test an existing application to see if can really handle the upcoming peak.
This chapter dispels the myth of modeling complexity and shows how modeling performance can save you a lot of time and money. This chapter teaches you how to present your results so that they are understood and are believable. This book is concise, useful, and occasionally funny.A  It gives you the tools needed to explore, and discover the hidden truths about your computing world. Unfortunately, the above model of Hurricane Irene, at that moment, could not see far enough into the future to predict the devastating flooding Irene would cause in my home state of Vermont.A  All models have limits.
Gathering data regarding the program as actually implemented assists program planners in identifying what worked and what did not.
Quite likely, these data will be qualitative in nature and will need to be coded using one of the many qualitative data analysis methods. American School of Genealogy, Heraldry and Documentary Sciences - Program DescriptionsA MODULE DESCRIPTIONSA. For example, “building healthy public policy” or “creating supportive environments” are strategies. Flexible work programs support everyone within the workplace, they enable every employee to be more productive, less stressed and have overall better mental health.
This shows whether the program was successful and can be used to decide whether it should continue. Although data may be collected throughout the program, the purpose is to determine the value and worth of a program based on results. In order to begin an evaluation plan, effective process and outcome objectives need to be created. Indicators are the units of measurement used to assess the extent to which objectives have been met. The work plan should outline the program objectives, activities and evaluation methods in each phase of the plan.
Mentors can help develop skills and competencies and can teach new hires how to successfully navigate the organization’s culture. This can involve an outline of possible career planning opportunities and include the technical and personal leadership expectations of all employees.
These educational opportunities could be provided by internal experts or external organizations.
Employees can receive two hours of tutoring a week within their regular work schedule at no personal cost and employees are paid for one of the two hours. Working well can be determined by providing exceptional service, supporting organizational programs, fostering teamwork or by staying late during a heavy work period.
This can help reinforce positive communication, provide a venue for thinking about coworkers’ positive characteristics, break down communication barriers between staff members and help to frame staff interactions positively. Also, allow employees a venue for communicating their thoughts and concerns with senior executives.
This helps increase feelings of control, alignment or buy-in to the company’s mission and increases employees’ sense of pride in their work. Ideally their involvement would be included from the beginning, if not however they should at least be consulted before the plan is finalized.
Stay interviews are where new employees meet with a human resources manager after three months and then again after six months to have a formal retention interview. These practices can help reduce work-conflict and unhealthy stress and can improve productivity.
This also creates a succession plan for if the employee decides that they do want to retire or stop working all together. This gives employees first crack at these positions and many people have grown and developed their careers through this feature.
Parkinson, “Establishing a Core set of Sustainable National Mental Health and Well-being Indicators,” Scotland Journal of Public Mental Health (2006) 5.1. Everything (hardware, operating systems, networking, applications, users, corporate goals, org charts, priorities, and budgets) changes over time and with change comes new performance challenges. It will continue to be useful 100 years from now when todaya€™s technology, if it runs at all, will look as quaint as a mechanical cuckoo clock. They help you make sense out of the performance meters you do understand and help keep you from making big mistakes. It shows you how to use the scientific method to decipher what they mean and how to find patterns in the raw data. This rapidly focuses your companya€™s full and undivided attention on the small part of your computing world (System Z) that is causing the performance problem.
Now, the right experts can be consulted and business decisions can be made to fix or work around the problem.
I spent about 15 of those years also doing performance work on live systems and critical applications for customers around the world.
Ia€™ve had plenty of practice in my standup teaching as well as when working with customers. Back in the 70a€™s he wrote this wonderful little book about repairing literally any bicycle. It usually includes dealing with immediate performance problems or collecting data that will be used by the other three tools to plan for future peak loads. Without these three things you can only solve the most obvious performance problems and have to rely on tools outside the scientific realm (such as a Ouija Board, or a Magic 8 Ball) to predict the future. If you have a good sense of what is normal for your situation, then any abnormality will jump right out at you in the same way you notice subtle changes in a loved one that a stranger would miss. Your meters should be running all the time (like bank security cameras) so that when weird things happen you have a multitude of clues to look at. Assuming you know how many guests will show up and have a reasonable understanding of what they will consume, everything you checked should be fine. Almost any day will do, as long as the system load is high enough to clearly differentiate it from the idle system load. In most situations, people tend to value application stability more than the money they will spend to solve the problem with more hardware. This gives you a clear picture where the usual daily peaks are and if there are things going on at odd times that you have to factor into any changes you propose.
Even if you had perfect metering, doing the math would be a staggering challenge and, even, then youa€™d be gambling the business on reams of calculations. These resources take a little more work and creativity to capacity plan for, but this is completely doable. It can be done in a few days, presented in a few slides and prepared with few additional costs or risks.
The overall load starts off low and then increases in stages to the point where you achieved your goal or you fail because some resource has hit a limit and has become a bottleneck.
For any test you need to know how much work you are sending into the system, the throughput and response time for the completed work, and how the system resources are responding under that load.
If your product is your website then you need to test from where your users are: all the way in and all the way back to where they live. If you only got half way to your goal before you hit a bottleneck, then every measured resource is going to be doing twice the work once you fix the current bottleneck. Imagine your workload is an even mix of Red and Blue transactions, but it is the Blue transactions that really exercise some key component of your computing world. To use a metaphor, running a race tells you about your current aerobic capacity, not the capacity you will have after six more months of training. To model, you are going to need the data you collected with performance monitoring and maybe some data from load tests. Everyday, in companies all over the world, regular people build simple models that answer important business questions.
If circumstances change so much that you lack confidence in that prediction, then try modeling.
Either you can directly measure the performance of a live system under load, or you have to guess about a theoretical future situation. It doesna€™t take a genius to understand that your model could be off by a lot and the server would still have plenty of CPU power left.
This chapter gives you the keys to understanding all computer performance problems and provides an important foundation for the next four chapters. With it, and some work on your part, youa€™ll be able to solve performance problems and to walk into the CIOa€™s office with confidence. There are utilization meters that tell you how busy a resource is, there are count meters that count interesting events (some good, some bad), and there are duration meters that tell you how long something took. A useful answer is: accurate enough to answer your question with a reasonable margin of safety. Some of the components included in a process evaluation are descriptions of program environment, program design, and program implementation plan.  Data on any changes to the program or program operations and on any intervening events that may have affected the program should also be included.
Each strategy contains one or more activities.  Planning terms may vary between organizations.
Many practices that are used to promote mental health are also strategies for supporting employees who have mental illness. The majority of Canadians are reporting higher levels of burnout, major depression, anxiety and other mental health problems[1].
A mix of health and business indicators should be used and if organizational levels of change have been included, indicators regarding the workplace culture, including the psychosocial environment, will be necessary. One of the issues flagged was that employees felt their stress levels were almost unmanageable. This way, employees are able to know what skills are needed for them to progress to the next level. Find out from the team what they would value receiving by giving them a choice between a couple of different prizes, one example of a prize could be a gift certificate to the cafeteria. This can help managers understand what they are doing well and what the managers and the organization as a whole could do even better to support their employee. For employees who want to further their education, Lee Valley has an education policy, paying the tuition as long as it has some relevance to their job or is along the lines of professional development.
There are always things to do, things to learn, things to prepare for, and experiments to run. These patterns can tell you useful things about whata€™s going on inside the giant black box that is your computing world. I had three majors (Wildlife Biology, Botany and Computer Science) but I have no degree as I left college when I ran out of money and got my first job in the computer industry.
Mostly Ia€™ve learned from other performance wizards, programmers, system administrators and a few generally smart people Ia€™ve known. Clarity is essential when explaining to senior management that they need to spend large amounts of money. There are many other parts that you dona€™t control, cana€™t meter, and have no clue how they do their work. Expected problems are no fun, but they can be foreseen and, depending on the situation, your response might be to endure them, because money is tight or because the fix might introduce too much risk.
This could be a simple case of them not caring about doing a good job, but my more charitable assessment is that he had no idea what a€?normala€? was, so everything the register told him had to be taken at face value. This can save your bacon because if you spot the unexpected utilization before the peak occurs, then you have time to find and fix the problem before the system comes under a peak load.
You will want to search this data by time (What happened at 10:30?), so be sure to include timestamps. However, even if you miss something, you are still better off having planned for reasonable amounts of the key resources. Ia€™m very sure the CIO looking at all this complex math would feel very uneasy betting his or her job on these calculations.
If you need more confidence in your plan, or you need to hold the response time down to a reasonable level, or if the future you are planning for includes significant changes to the transaction mix or vital systems, then you need to do either Load Testing or Modeling. When that happens, throughput stops increasing, response times climb to an unacceptably painful place and things break. If you (and your boss) only have responsibility for a small subset of the entire transaction path then thata€™s all you really need to test. So take all the peak measurements and double them to get a good idea of what you are likely to run out of as you push the test to the goal load. Create a load test that sends in all Blue transactions and you can collect the data you need without the interference of the Red transactions. Examples of big changes that preclude simple capacity planning might be things like, large application or middleware changes or a big change in the incoming workload. The closer to the utilization limit (or the projected storm track), the more precise you have to make your model.
As the commemorative plate infomercial says: a€?Collect them all!a€?A  Please dona€™t wait for perfection.
MDT July 17, 2015i»?While Colorado recently cleared its backlog of untested rape kits, women in rural parts of our state face other challenges to getting justice, including accessing a rape kit exam after an assault.Women living in most Colorado counties can't receive a SANE exam in the county where they live.
It’s important to be realistic about what can be accomplished with the human and financial resources available. Therefore, one benefit of implementing many of these programs is that they also aid people with mental health issues.
Mentally healthy workplaces provide mentally healthy options and programs for all employees. Process indicators help you decide whether your program was implemented in the way you intended. The program work plan needs to be revisited regularly to check on progress and to make any necessary modifications. For example, social and environmental support is extremely beneficial when trying to promote behaviour change. Curriculum could feature mathematics, adult literacy, GED preparation, English as a second language, basic computing and life skills classes.


I would arrive knowing almost nothing about their business and their problems and leave having given them a clear path to follow. An engaging style is essential when teaching multi-day classes, especially just after lunch. Furthermore, there are limits placed on you due to politics, time, budget, legal restrictions, and the tools you have available.
Modeling is the only way to project the performance of an application in the design stage where there is no performance data to scale. Start somewhere, collect something and, as you explore and discover, add this to your collection. By making these programs available to everyone, employees with mental illness can access them without disclosing and potentially exposing themselves to stigma and discrimination.
Employees said they dreaded coming to work and often spent long hours answering emails on their off hours.
I like people and if I couldna€™t make my classes useful, interesting, and relevant, then I would have stopped teaching a long time ago. As the commemorative plate infomercial says: a€?Collect them all!a€? Please dona€™t wait for perfection.
Also, from the onset of the program, an organization should evaluate and share its findings. Tasks include such things as hiring a consultant, researching potential speakers or booking meetings.
As a response to the assessments, the healthy workplace committee set a goal of creating a more resilient and mentally supportive workplace and decided to tackle three issues: 1) individual stress management skills, 2) management support skills, and 3) workplace policies around workload. More Canadian groups need to contribute to the evidence base for good practices in workplace mental health promotion. Tasks are operational steps or actions that contribute to the development of activities for an audience.
So people were dropping out right at that point."Livermore manages the statewide initiative to establish SANE programs in rural areas. Market and European Markets, and there is a great potential that need to be brought back to create jobs and wealthNigeriaa€™s non-oil export performance under AGOA-in 2011 exported crude oil into the U.S. There are still gaps, especially on the southeastern plains and in southwestern mountain counties. We can use this for additional therapy, support groups, our programs with the schools we work with, really any of those expenses a federal grant cannot fund."A The first part of the fundraiser is the Prairie Challenge, a nine-hole golf tournament for four person teams to compete in a shotgun start event.
House and Keith Bath Farms will also host an afternoon of activities appropriate for the whole family from noon to 2 p.m. Everyone will get a chance to learn about ambulance and fire trucks, child ID fingerprints, electrical safety tips and self-defense tips."One of our main priorities is kids, so we thought it would be a good fit to provide some additional information on how to keep your children safe," Bragg said.
A hayride, minnow races, pedal cars, face painting, flower painting, a petting zoo and a reading with Cat in the Hat are scheduled to be at the event Saturday afternoon.Admission for the afternoon festivities costs $25, and that pays for the entire family, no matter the size.
While it is based in Morgan County, the house has worked with schools and other parts of the neighboring counties, stretching as far as Burlington."We are working with kids from all over the district," Bragg said. It's hard to some to look at a program that is housed in a certain location as being their program, too, but we provide services in all of those counties, and we want to become a part of what they're doing and for them to be a part of what we're doing."Both events will take place at 22424 County Road Q in Fort Morgan.
House and the work that is done there by volunteers and professionals to provide support for the victims of sexual assault and their families, she said."This is our first time to try it," Crall said of the Rockin' Road Rally.
She had been part of a similar fundraiser elsewhere and thought it would work here, Crall said."She said 'you guys should do it,' and then she helped us set it up," Crall said.
Not pictured are outreach coordinator Lynn Celestino, bi-lingual advocate Monica Carrasco, therapist Cassie Potts and SANE nurse Sheri Kembal. Many of its services, especially the 24-hour help line, are provided through volunteers."Morgan County is the reason we're here," Bragg said. House has recent gotten new windows."Our lovely facility was a little chilly this winter as the main floor was in dire need of new windows," Lynn Celestino said in a recent press release.
Her rich and influential father molested her from the time she was five years old until she was 18.It was not made public until she was 53 years old, and it was her worst nightmare. She told her mother about a year after the death of her father."I don't believe you," her mother said. A A As you drive around town you will notice colorful, one of a kind, painted hearts on business windows.
Thankfully, she agreed to help and now our city is decorated with lovely displays of affection. Yes, this horrible crime is happening in our rural, friendly community and throughout our beautiful state. Because of the agriculture, cities, I -70 and I- 25 access, and international airports, all regions in the state have the presence of this crime.
These traffickers can be anyone, including friends and family, who is willing to exploit another human being for profit. Trafficking is most common among the very vulnerable by luring victims into exploitative situations and preying on their hopes to improve their lives and the lives of their families.
They often promise a chance for a better life - a good job, a loving relationship, or new and exciting opportunities.
In other cases, traffickers kidnap victims and use physical and psychological violence to control them, forcing them into labor or sexual exploitation. Sadly, the rest of use, including law enforcement and medical personnel, may not either.Human trafficking laws are lacking in Colorado, according to a national report.
The Polaris Project, an organization that works to combat human trafficking, released its 2013 State Ratings on Human Trafficking Laws.
The group rated states on 10 categories of laws that combat human trafficking, punish traffickers, and support survivors.
Colorado has laws covering four of the 10 categories, making it one of the six Tier 3 states. The conversation needs to start at the dinner table in homes and at the meeting table for any agency that serves people. In using the resources available to trace family lineage the student will search records both on the World Wide Web, and in historical libraries and archives. Examples of possible trafficking situations may be pimps, gangs, laborers for agriculture, domestic servants, and intimate partners or family members.
Students will investigate death certificates, wills, Bible records, census records, birth certificates, and other primary records to teach students to identify ancestors in building a lineage line.
According to the Laboratory to Combat Human Trafficking, the research on human trafficking is minimal, although the crime is considered the second largest and fastest growing criminal industry worldwide.
According to FBI statistics, nearly 100 children have been rescued in the Denver metro area since 2006.
According to the Polaris project there were 200 calls from Colorado to the hotline related to this topic. The call numbers from January to June of 2013 for the state were 180 thus we are on track to double the numbers from last year.The Laboratory to Combat Human Trafficking (LCHT) is a non-profit organization based in Denver whose mission is data driven actions to end human trafficking by conducting research, training professionals and first responders, and educating the public. Students will be expected to write a family history of a family line through three generations including historical context (who are they, what did they do, where did they live, accomplishments and community connections).
Prevention processes increase awareness, advocacy, and education towards addressing a community's systemic vulnerability to a continuous process of exploitation.
A special focus will be placed on students visiting ancestral sites and archives and visiting ancestors to transcribe oral history. Protection also means creating an environment (social, political and legal) that fosters the protection of victims of trafficking.
Prosecution processes ensure the creation and implementation of laws that address the range of labor exploitation and the pursuit of criminal punishment for such cases, treating human trafficking as exploitation of victims rather than recruitment of workers or people in prostitution.
Swansong, 2010.A Module 3 a€“ Introduction to Heraldry An important a€?cousina€? to genealogy is the study of heraldry. Partnership processes acknowledge that combating human trafficking requires a comprehensive response through the cooperation of multiple agencies and communities.We all need to be aware of the warning signs to help those caught in this terrible cycle. The common coat of arms consists of many aspects including helm, wreath, motto, charges, shield and tinctures. We can all help focus on this complex and seemingly invisible problem by supporting the groups dedicated to helping those victims healing. Students will write a research paper and complete exercises, which illustrate their learning from the course.
Students will study the Billingsley Kinship Theory and its significance in genealogy and how the power of kinship drove migration, settlement patterns, marriage, politics, economics, and religion.
Students will also discuss other non-theoretical family studies, which focus on kinship and why they are not considered theoretical works. What theory is, and what it does for research and knowledge, with its explanatory, predictive and classificatory powers will be addressed.
A few of the ladies of Chapter S PEO stopped by with armfuls of beautiful child-sized quilts that they had made.
Coat of arms, which are official symbols of a family emblazoned on a shield, were created and signified ancestry and eminence. The people of ancient Greece and Rome often professed divine ancestry while others frequently said their ascendants were members of the animal kingdom. The Child Advocacy Center provides a warm child-friendly setting for the forensic interview while ensuring children and their families receive effective and sensitive support. 476 to 1453 due to the evolution of the social system that emerged in Europe during the 8th century, which made social standing and inheritance subject to lineage. In some cases, genealogy is also used to trace the lineage of individuals seeking to gain membership into certain organizations and religious fellowships. A It was founded to provide a child-friendly, safe, and neutral enviroment where police investigators and detectives, social workers, mental health therapists, and medical professionals could talk with children and their families in surroundings that would lessen the anxiety of a child who has been victimized or is witness to a crime.
A Children and teens who have been sexually or physically abused can tell their stories to trained forensic interviewers, undergo comprehensive medical exams performed by specially trained sexual assault examiners and receive victim advocacy services in a safe, respectful environment as they begin to heal from the trauma they have experienced without being re-traumatized in the process. Students will become acquainted with different sources of records of American historical land resources. Students will discuss issues encountered in their research on the utilization of land records and write a paper illustrating the use of land and property resources.
Court and Immigration Records a€“ 3 creditsThis course will provide the student with Immigration and Migration laws for becoming a US citizen, a source of data for the genealogist The student will develop skills in using immigration records to conduct their genealogical research and obtain knowledge and skills in transcribing court records and reading wills for genealogical research.
Eklund)A Module III Methodology of Understanding and Using the Genealogical Proof Standard. They will learn how to include an accurate citation to the source (s) of each item of information that is used.
They will learn how to analyze and correlate the citation information to evaluate its quality of evidence and resolve any conflicts caused by conflicting items of evidence. Some forty or more foul organizations are pumping out hundreds of counterfeit title holders and knights. Tunesi of Liongam)A Module VII Heraldry II Teaching the Development and Use of Corporate Heraldry (English ) a€“ 3 credits The use of Heraldry by corporations, both civic and commercial, primarily from the English perspective, from the oldest known English grant of arms to the Drapersa€™ Company of the City of London in 1419 through to the grants made to modern multinational companies, as well as other civic, professional and governmental bodies. The course will also look at the use of armorial bearings by corporations on buildings, advertising and other media, both traditional and contemporary. Topics covered include basic DNA concepts, basic genetic concepts, how DNA testing is done, and how genes are mapped. Also discussed are the Human Genome Project and its significance and how genetic information can be used in teaching genealogical research.
The Pilgrims settled on the coast of Cape Cod at Plymouth, Massachusetts after a three-month voyage on the Mayflower from England (Urdang, 1996). We will explore family life in England, written from research material, artifacts, wills, census, parish registers and county records. We will look at the evolution of family life over the centuries, looking at narrative, pictorial, photographic, literary and oral accounts. The family looked at in depth will be one that can trace its origins in rural and maritime Suffolk from the sixteenth century to the present day, using examples from parish registers.
This course will provide the reader with a history of the Crusades from 1095-1261 from the viewpoint of both the Crusaders and the Arabs.
It is through reading this history that one is made aware of the true meanings of Arabian and European heraldry and chivalry.
Through this course students will have the opportunity to study and interpret from a historical and archaeological perspective various extracts from Biblical texts both from the Old and the New Testaments.
It is not required that students have any prior knowledge of either Hebrew or Greek, although this would be an asset.
It is very important that students show an aptitude to study Biblical texts from a critical perspective, especially those extracts that deal specifically with genealogical information.
Although the Bible will be the basis for this course, students will have the opportunity to delve into other Near Eastern texts. Students will focus on Phoenician and Punic inscriptions, which are the only historical records that the Phoenicians have ever written. Two modules are selected by all students in which students are required to develop a practical project in teaching or in developing a business or project for a genealogical work situation.A Module XV Contemporary Adult Learning Theories- Practical Applications - 3 creditsThis course will explore contemporary adult learning theories that can be applied to the participants teaching genealogy in the changing world of our information society. The emphasis of the course will be an analysis of the contemporary learning theories, models and strategies. Participants will explore the philosophical, historical, and legislative bases of these theories. Participants will learn a wide variety of accepted principles, techniques and theories they can apply to their teaching and presentations in genealogy. Adult learning theories related to past techniques of learning will be investigated for opinions, interest, and thinking about successful teaching presentations in professional genealogical work. Topics will include, but are not limited to, structural differences in distance learning programs, benefits of online learning ,startup factors, marketing issues, technological issues, future trends, and international education considerations. The student will analyze classic and post modern models of the curriculum development process and learn how to develop a situational analysis, write objectives, explore various modes of organizing the content of a curriculum, identify and apply criteria in selection of methods and develop a curriculum evaluation. Students will be required to write a curriculum for a beginning genealogy program in continuing education for a community college. The course will inform the student on business ethics and legalities, how to manage their business, and help define the type of business the student is interested in operating. Students will also learn how to develop a mission statement and business plan, bookkeeping, and record keeping. Students will study types of research methodologies, parts of a research project, how to frame a problem statement and the design of questionnaires, and interviews. The levels of learning in Blooma€™ s Taxonomy will be addressed.A section will be devoted to Grounded Theory as a generic qualitative methodology and its usefulness in genealogy.
Former home of the College of Preceptors, designed by Frederick Pinches, Bloomsbury Square (South side), London WC1.




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