Countdown to red tape or opportunity for influence?

first_imgRelated posts:No related photos. Countdown to red tape or opportunity for influence?On 21 Jan 2003 in Personnel Today Previous Article Next Article Comments are closed. Theclock is counting down. The European Commission will decide later this yearwhether the UK’s opt-out from the Working Time Directive will be removed, andit is currently gathering evidence to inform its decision.   InDecember, Fernando Pereira, the commissioner in charge of the review, asked theEmployment Lawyers Association and Personnel Today to find out what employersin the UK think of the opt-out embodied in our working time regulations.Morethan 750 employers responded to our survey and the message for the commissionis very clear – eight out of 10 HR professionals do not want the opt-out to bescrapped.Thereare grave concerns over the potential impact on business costs andcompetitiveness, and two-thirds do not believe that full implementation of theregulations would promote the health and safety of workers – the law’s originalaim.  Despitethe strength of the evidence, there is no ducking the rumours emanating fromBrussels – the UK’s unique opt-out from the Working Time Directive is likely togo. Itis important to start planning for how its removal might affect your employmentpractices, and HR has to be involved in shaping any changes to the regulations,so they support rather than challenge our organisations. Manybusinesses have increasingly cyclical workflows, and we must ensure that the48-hour limit is averaged over 52 rather than 17 weeks. We also need a simplerdefinition of work and insight into how the regulations might operate. When istravel work, for example, and will we have to get staff to ‘clock in and out’?Ifwe start thinking about it now, it will enable us to bring change should theopt- out clause go, and give us the opportunity to develop positiveregulations. After all – as our coverage on pages 12-13 shows – we are notgoing to tackle the productivity gap with a long-hours work culture.  ByMike Broad, assistant editor of Personnel Todaylast_img read more

Purplebricks to move away from rewarding LPEs for listings

first_imgPurplebricks CEO Vic Darvey has made more candid comments about the company’s performance, revealing that he is planning to change the way it incentivises its LPEs as it ‘refocuses’ on the UK property market.Darvey says the company has realised that incentivising its LPEs on listings rather than sales is not the way forward, as many in the industry have said in the past.In an interview with the Daily Telegraph, he says the company is now looking how to incentivise LPEs “in a way that is in partnership with the desired customer outcome” but won’t reveal details about the change.During the interview he also admits that the company ‘bit more off in the US and Australia than it could chew’ and consequently took its ‘eye off the ball’ in the UK.His comments echo growing industry sentiment – and relief among many traditional agents – that Purplebricks is not as dynamic as it used to be.RefocussingBut the lull may be short lived. Darvey says the company is now focussing on its ‘flagship’ market and reiterated comments made over the weekend that the company is not for sale.He also claims, as his predecessors have done, that Purplebricks outperforms its nearest sales rival Countrywide, and that it sells over three quarters of all the homes it lists within a year.His parting shot within the interview include a promise not deviate from the firm’s fixed-price pricing model, although he has previously said the company is looking at increasing how much it charges.Purplebricks vic darvey October 22, 2019Nigel LewisWhat’s your opinion? Cancel replyYou must be logged in to post a comment.Please note: This is a site for professional discussion. Comments will carry your full name and company.This site uses Akismet to reduce spam. Learn how your comment data is processed.Related articles BREAKING: Evictions paperwork must now include ‘breathing space’ scheme details30th April 2021 City dwellers most satisfied with where they live30th April 2021 Hong Kong remains most expensive city to rent with London in 4th place30th April 2021 Home » News » Agencies & People » Purplebricks to move away from rewarding LPEs for listings previous nextAgencies & PeoplePurplebricks to move away from rewarding LPEs for listingsCEO Vic Darvey says it previous strategy of chasing listings is to change as it looks for the best ‘customer outcomes’.Nigel Lewis22nd October 201902,478 Viewslast_img read more

CE – Instructor for Computer Education

first_imgCE – Instructor for Computer EducationLocation:4800 Preston Park Blvd, Courtyard CampusPlano, Texas, 75093United StatesWe are searching for an experienced CE – Instructor for ComputerEducationJob Purpose:Provide educational instruction to students in Continuing Educationnon-credit courses in assigned subject/topic in accordance withcourse syllabus, semester schedule and college mission which mayinclude day, evening, distance education, weekend courses, onlineinstruction, and other instructional modalities. Courses will be inthe areas of (add course area).For a list of current CE course offerings in each of these areas,visit: Duties and Responsibilities: Strong interpersonal skills and aptitude to work with people atall levels of the College and in the classroom. Physical Demands and Working Conditions:Sedentary Work – Exerting up to 10 pounds of force occasionally, anegligible amount of force frequently, and/or constantly having tolift, carry, push, pull or otherwise move objects, including thehuman body. Sedentary work involves sitting most of the time. Jobsare sedentary if walking and standing are required onlyoccasionally and all other sedentary criteria are met. Positions inthis class typically require talking, hearing, seeing, grasping,standing, walking and repetitive motions. Relatively free fromunpleasant environmental conditions or hazards. Office environment.Little physical effort required.***This is a Security Sensitive position. Therefore candidateswill be subject to a criminal background check.***The intent of this job description is to provide arepresentative summary of the types of duties and responsibilitiesthat will be required of the positions given this title and shallnot be construed as a declaration of the specific duties andresponsibilities of any particular position. Employees may berequested to perform job-related tasks other than thosespecifically presented in this description. Fair Labor StandardsAct (exempt/non-exempt) is designated by position. The employeractively supports Americans with Disabilities Act and will considerreasonable accommodations.Employment Type: Continuing Education InstructorCompensation Type: HourlyCompensation Range: $24.00 – 55.50For any employment questions, please contact HR at (972) 985-3783or [email protected] .Collin College provides equal employment opportunities (EEO) toall employees and applicants for employment without regard to race,color, religion, sex, national origin, age, disability orgenetics. Conduct student assessments/testing, and educational/vocationalgoal setting for all assigned students.Complete daily class attendance rosters and accurately documentstudent absences.Develop and submit 100% of learning documentation and coursesyllabi to program director of courses assigned.Maintain familiarity with current course textbooks, classroommaterials, teaching aids, and teaching techniques revising coursecontent, teaching methodology, and technology to maintain currencyand relevance relative to courses within the discipline. Returninstructor/student books/materials supplied by the College at theend of each semester.Prepare and submit 100% of student related forms – studentevaluations, student attendance rosters, tracking and informationforms, informal assessments of student progress, and otherstudent-related documents for 100% of students assigned inaccordance with directed timeline requirements.Complete and submit 100% of staff related forms (teachingcontracts, professional development forms, materials/suppliestracking forms, and additional requests) in accordance withdirected timeline requirements.Immediately notify program director of any and all supportservices that students may need, documenting referrals made.Respect confidentiality in discussing students, staff, volunteers,and College matters.Maintain a thorough working knowledge of and adhere to CollegeMission, procedures and regulations. Keep program directorwell-informed of activities, results of efforts, problemsidentified/potential problems related to instruction andstudents.Perform other duties as assigned.Perform all duties and maintain all standards in accordancewith college policies, procedures and Core Values. Required Qualifications:Bachelor’s degree in a related field is required. Master’s degreepreferred.Proven work experience in relevant industry as well as proventraining and/or teaching experience.NOTE TO APPLICANTS:Our part-time faculty positions areposted continuously based on anticipated need and studentenrollment. If the division has a need for additional part-timefaculty for a future assignment and you are selected to continue tothe next phase of the hiring process, you will be contacteddirectly by the department chair to schedule aninterview.Knowledge, Skills and Abilities:last_img read more


first_img Save CO CRNA Salary Not Specified CO CRNA You need to sign in or create an account to save Salary Not Specified Share Save CO CRNA Maryland, United States Salary Not Specified Twitter Maryland, United States Johns HopkinsBayview Similar jobs Johns Hopkins University Facebook CO CRNA Save CO CRNA Maryland, United States Johns Hopkins University You need to sign in or create an account to save You need to sign in or create an account to save LinkedIn Faculty Positions Not specified Full Time jobs in Baltimore Apply(This will open in a new window from which you will be automatically redirected to an external site after 5 seconds) The Department ofAnesthesiology & Critical Care Medicine (ACCM) at Johns HopkinsBayview is seeking aCertified Nurse Anesthetist(CRNA). This position reports jointly to the ClinicalLead CRNA and the Division Chief of Nurse Anesthesia (ChiefCRNA).Primary clinicalresponsibilities are (a) the administration of intravenous,inhalation and other anesthetics to patients in an operating and/orprocedure room and (b) observing the physiological condition ofpatients while under anesthesia. In conjunction with these primaryresponsibilities (a) evaluates each assigned patient’s physicalstate and plans the course of anesthesia, (b) obtains, assembles,operates, and/ or monitors anesthesia equipment and (c) ensuresthat all necessary supplies, drugs and anesthetic agents areavailable.Specific Duties &Responsibilities:Independently researchesnew/unknown procedures, diseases, medications, andequipment.Functions within safeparameters for quality/good patient care. Seeks assistance fromattending anesthesiologist when appropriate. Uses critical thinkingskills and adapts to changes as necessary.Applies knowledge of pre-op,intra-op, and post-op in effective manner under normal conditionsand under emergency conditions.Demonstrates technicalcompetence. Employs dexterity when performing anestheticprocedures.Understands all anestheticequipment used in the JHH OR, uses items to full advantage, andhandles equipment carefully. Sets up all necessary equipment for asuccessful anesthetic course.Pre-Anesthesia Assessment& Case Preparation:Perform and documents timelypre-anesthesia assessments:Review of medical history(including anesthesia, drug and allergy history); Focus physicalexamination (heart, lungs, airway, ASA classification); Plan foranesthesia care.Obtains anesthesia informedconsentCollaborates and consultswith attending anesthesiologist prior to start of case on plan foranesthesia care (general, regional, combined, local, and sedationtechniques) when applicableAnticipates key proceduresand assures an anesthesia environment (e.g., supplies &equipment including anesthesia machine check, fluid warmers, blood,any “special”) necessary to carry out anestheticplanOrders and administerspre-anesthetic medications and fluidsIntra-OpAssessment:Selects, applies and insertsnon-invasive and invasive monitoring devicesSelects and administersanesthesia, sedation, adjuncts and accessory drugs andfluidsManages patient airway andpulmonary statusDemonstrates understandingof relevant clinical issues, recognizing priorities in clinicalsituations; aware of own limits; appropriate use of tests andproceduresMaintains effectivecommunication with team (i.e., intraoperative personnel &attending Anesthesiologist) including briefing and debriefingdiscussionsFacilitates emergences andrecovery from anesthesia and transport to recovery area, providingthorough report to receiving unit in a timelymannerPost-Anesthesia Evaluation& Management:Implements acute and chronicpain managementPerforms and documentstimely post-anesthesia evaluation and discharges patient fromrecovery area when appropriateProvides a complete reportof patient’s anesthetic course and any pertinent informationnecessary to accurately transfer care of thepatientFacilitate room turnover ina timely fashion (room, medicine and equipment prep, pre-opassessment)ServiceStandardsProvides Medical serviceaccording to the JHM Service Standards toinclude:PatientRelationsSelf-ManagementTeamworkCommunicationsOwnership/AccountabilityContinuous PerformanceImprovementMinimumQualifications:Complete the requirementsfor a degree or diploma from an education program in nurseanesthesia approved by the Maryland Board of Nursing. If the nurseanesthesia program was completed after January 1, 2008, then theprogram must be at a master’s degree or higher. A minimum of aMaster’s degree is preferred.Must be certified by the Council on Certification of NurseAnesthetists or from another certifying body approved by the Board,or in the process of acquiring such certification. Current MarylandState RN and CRNA licensure required. Current CPR (BLS & ACLS)certification required. Must maintain current licensure andcertification during duration of employment. Completion of theJohns Hopkins Bayview and other related facilities as necessarycredentialing process is required prior to start date.This is a Required Attendance position. In the event ofunexpected university closings, the employee in this position isrequired to report and/or remain at work.AdditionalKnowledge, Skills andAbilities:Highly developed clinical,interpersonal and communication skills to effectively interact withpeers, colleagues, managers, supervisors, other health careprofessionals, patients and family members to exchange informationand resolve conflict.Appropriate fund ofknowledge, sufficient understanding of disease processes/drugeffects and implications for anestheticcare.PhysicalRequirements:Must be able to remain in a stationaryposition for an extended period of time. Must be able to movethroughout the hospital as needed for patient care. Must be able towear lead apron weighing up to 15.5 lbs. Ability to push and pullobjects weighing 50 lbs. or more. Ability move or transport objectsweighing 50 lbs. or less. (e.g. transport monitors from ICU to OR,medical equipment from workroom to OR). Able to lift 20lbs. Abilityto transfer patients between beds and stretchers. Ability to adjustand raise the head of a hospital bed.Classified Title:CRNA ​​​​​Role/Level/Range:ACRP/04/MIStarting Salary Range:Competitive; Commensuratewith experienceEmployee Group:Full TimeSchedule:40 hours/weekExempt Status: ExemptLocation:Johns Hopkins BayviewDepartment Name:Anesthesiology & Critical CareMedicinePersonnel Area:School ofMedicineThe successful candidate(s)for this position will be subject to a pre-employment backgroundcheck.If you are interested inapplying for employment with The Johns Hopkins University andrequire special assistance or accommodation during any part of thepre-employment process, please contact the HR Business ServicesOffice [email protected] For TTY users, call via MarylandRelay or dial 711.The followingadditional provisions may apply depending on which campus you willwork. Your recruiter will adviseaccordingly.During the Influenza (“theflu”) season, as a condition of employment, The Johns HopkinsInstitutions require all employees who provide ongoing services topatients or work in patient care or clinical care areas to have anannual influenza vaccination or possess an approved medical orreligious exception. Failure to meet this requirement may result intermination of employment.The pre-employment physicalfor positions in clinical areas, laboratories, working withresearch subjects, or involving community contact requiresdocumentation of immune status against Rubella (German measles),Rubeola (Measles), Mumps, Varicella (chickenpox), Hepatitis B anddocumentation of having received the Tdap (Tetanus, diphtheria,pertussis) vaccination. This may include documentation of havingtwo (2) MMR vaccines; two (2) Varicella vaccines; or antibodystatus to these diseases from laboratory testing. Blood tests forimmunities to these diseases are ordinarily included in thepre-employment physical exam except for those employees who provideresults of blood tests or immunization documentation from their ownhealth care providers. Any vaccinations required for these diseaseswill be given at no cost in our Occupational Healthoffice.Equal OpportunityEmployerNote: Job Postings are updated daily and remain online untilfilled.EEO is theLawLearn more: CO CRNA Johns Hopkins University The successful candidate(s) for this position will be subject to apre-employment background check.If you are interested in applying for employment with The JohnsHopkins University and require special assistance or accommodationduring any part of the pre-employment process, please contact theHR Business Services Office at [email protected] For TTYusers, call via Maryland Relay or dial 711.The following additional provisions may apply depending on whichcampus you will work. Your recruiter will adviseaccordingly.During the Influenza (“the flu”) season, as a condition ofemployment, The Johns Hopkins Institutions require all employeeswho provide ongoing services to patients or work in patient care orclinical care areas to have an annual influenza vaccination orpossess an approved medical or religious exception. Failure to meetthis requirement may result in termination of employment.The pre-employment physical for positions in clinical areas,laboratories, working with research subjects, or involvingcommunity contact requires documentation of immune status againstRubella (German measles), Rubeola (Measles), Mumps, Varicella(chickenpox), Hepatitis B and documentation of having received theTdap (Tetanus, diphtheria, pertussis) vaccination. This may includedocumentation of having two (2) MMR vaccines; two (2) Varicellavaccines; or antibody status to these diseases from laboratorytesting. Blood tests for immunities to these diseases areordinarily included in the pre-employment physical exam except forthose employees who provide results of blood tests or immunizationdocumentation from their own health care providers. Anyvaccinations required for these diseases will be given at no costin our Occupational Health office.Equal Opportunity EmployerNote: Job Postings are updated daily and remain online untilfilled.EEO is the LawLearn more: legal information More searches like this Health & Medicine Not specified Full Time jobs in Baltimore Other Health & Medicine Not specified Full Time jobs in Baltimorelast_img read more

7th Grade Ocean City Student Makes Huge Impact for Those with Hearing Loss

first_imgOne student from the Ocean City Intermediate School is making a huge impact not only in her community, but nationally as well. Kierstyn “Kiki” Kuehnle, a 7th grader who was born Deaf in her left ear and has been experiencing loss in her right, has decided that she can make a difference in the Hearing Impaired and Deaf community. Kiki started a walking team for the Philadelphia location of the annual event “Walk4Hearing” that took place on October 9th. This year Team Kiki raised over $19,000 with 60% of the proceeds going to the Hearing Loss Association of America and 40% going to help her school supply classrooms with the technology needed to help students with hearing loss.This is the second year for Team Kiki, with last year’s team incorporating over 80 members and raising over $18,500. Last year 60% of proceeds went to the Hearing Loss Association of America and 40% went to CHOP. She decided the team shirts should be pink, her favorite color, with the words “Team Kiki” printed above a picture of bow. Kiki even wears a pink hearing aid adorned with an adorable bow that expresses how full of life Kiki truly is.Kiki was first told about the “Walk4Hearing” by her audiologist, and has soaked in every minute of helping others. When asked what her favorite part about participating in the walk is, Kiki responded with “A lot of people who have hearing loss don’t like to talk about their problems, but at the ‘Walk4Hearing’, they can just be themselves.”With the idea of helping those who cannot help themselves, Kiki has had the chance to speak publicly about her platform numerous times. She was a spokesperson for a media kickoff in Philadelphia for the “Walk4Hearing” this past August and has even been on the radio. She uses social media as a way for her peers to see her efforts and often hosts bake sales to raise money, as baking is one of her favorite activities. “Go big or go home,” she says.Last Tuesday, October 4th,  Kiki spoke to her 7th grade class during their lunch to explain her story and why she is raising money. Some of her classmates have donated to her “Walk4Hearing” efforts and have one of the Team Kiki shirts.Kiki moved to Ocean City a few years ago and absolutely loves it here. She is a member of the Ocean City Intermediate School’s Theater Club and will be participating in their fall play, A Christmas Carol on December 2nd.To participate in next year’s “Walk4Hearing” in Philadelphia, or one of the later dates this year, visit walk4hearing.orglast_img read more

Finsbury to expand bread business

first_imgFinsbury Food Group has this morning unveiled plans to grow its bread business – saying an expansion would mean it has the “capacity to meet its customers’ growth expectations”.The group has secured a 15-year lease on a 25,000 sq ft building, neighbouring its existing Nicholas & Harris bakery.The factory will be extended into the new building, over the next two years, significantly expanding the capacity of the bakery, while allowing for more efficient and environmentally conscious premises, the company added.The company has not said how much the change to its bread business will cost.John Duffy, chief executive of Finsbury Food Group, said: “We are very pleased to be investing in our speciality bread business following its consistent growth over the past few years. We continue to benefit from growing demand for speciality bread and look forward to the benefits that this expansion will bring.”The development of Finsbury’s bread business comes after it sold its free-from business to Genius Foods for around £21m.last_img read more

In 40 films, story of a screen great

first_imgMarlon Brando, Cecil B. DeMille, Patricia Neal, Preston Sturges, John Wayne, Billy Wilder. Such names that dreams are made on. Cinema dreams.Now you can dream deep. The Harvard Film Archive is celebrating a centennial moment in cinema history with a blockbuster film series July 13 through Sept. 3.One hundred years ago July 12 the Famous Players Film Company aired its first production — an imported four-reeler starring Paris-born Sarah Bernhardt as Elizabeth I. It was the beginning of one of the most important movie studios in American history: Paramount Pictures, as it was so named by 1914.“The Lost Weekend,” a 1945 film directed by Billy Wilder, features Ray Milland as Don Birnem.Paramount was the brainchild of Adolph Zukor, a Hungarian immigrant who by age 21 was already a wealthy New York furrier. He was also an early investor in nickelodeons, the 5-cent theaters popular in the first decade of the 20th century. Paramount — with co-founders Jesse L. Lasky and Cecil B. DeMille — helped establish an organizational template for the modern film business, combining production and distribution under one roof.In 1912, part of the challenge was to lure famous stage actors into a novel, flickering, silent medium. Zukor bought the American rights to “La Reine Elisabeth” (“Queen Elizabeth”), an hourlong film whose main draw was Bernhardt — already 68, but the most famous actress of the 19th century. After that, well-known stage actors — the “famous players” of the company name — flocked to the new medium.Paramount followed with a star system of its own, cultivating early screen legends like Mary Pickford, Gloria Swanson, and Douglas Fairbanks. The Harvard festival — 40 films in all — shows them off. The earliest, set for Aug. 26, is “The Cheat” (1915), starring 40-year-old Fannie Ward, whose eerily young looks later earned her the title “perennial flapper.” The most recent film in the series is “S.O.B.” (1981), a Blake Edwards vehicle starring Julie Andrews and, in his last film role, William Holden. Fittingly, it’s a spoof of Hollywood.The 1966 film titled “Seconds,” which was directed by John Frankenheimer, features Rock Hudson as Murray Hamilton.The festival does not include Bernhardt’s gyrations and chest-clutching in “Elizabeth.” (You can see the whole film here.) But “The Cheat” is even a more perceptive choice. For one, it’s a melodrama that explored infidelity, sexual tension, and interracial romance — themes that Hollywood two decades later had to deal with in a more muted way.In 1930, the Motion Picture Production Code banned film scenes involving profanity, nudity, drug use, and other forbidden subject matter. It also listed cautionary images, such as a man and a woman in bed together. On Sept. 1, the Harvard festival offers “Hot Saturday,” an all-night marathon of Paramount films shot in “pre-Code” Hollywood.So brace for — among others — “White Woman,” “She Done Him Wrong,” and “The Wild Party.” The last is a 1929 Clara Bow vehicle set at an all-girl college, complete with a handsome professor (Fredric March) and a costume party with plenty of drinking.Toga!The Harvard Film Archive series, “100 Years of Paramount Pictures,” runs July 13-Sept. 3 at 24 Quincy St., Cambridge. Ticket prices: general admission $9; non-Harvard students, senior citizens, and Harvard faculty and staff $7; and Harvard students free.last_img read more

Sleep apnea treatments help reduce crashes for truck drivers

first_img Read Full Story Truck drivers with obstructive sleep apnea (OSA) who failed to adhere to treatment had a rate of preventable crashes five times higher than that of truckers without the ailment, according to researchers from Harvard T.H. Chan School of Public Health, University of Minnesota, Morris, Brigham and Women’s Hospital (BWH) and colleagues.The study—which looked at the results of the first large-scale employer program to screen, diagnose, and monitor OSA treatment adherence in the U.S. trucking industry—will be published online March 21, 2016 in the journal Sleep.The findings suggest that commercial truck drivers should be regularly screened for sleep apnea and required to treat it if they have it in order to continue driving, according to Stefanos Kales, associate professor in the Department of Environmental Health at Harvard Chan School, Chief of Occupational Medicine at Cambridge Health Alliance, and senior author of the study. “Mandating screening, diagnosis, and treatment would reduce large truck and bus accidents, and therefore deaths and injuries among the motoring public,” he said.“It’s estimated that up to 20% of all large truck crashes are due to drowsy or fatigued driving, which would account for almost 9,000 fatalities and up to 220,000 serious injuries,” Kales said.last_img read more

Why CEOs don’t trust marketers (and how to fix it)

first_img 2SHARESShareShareSharePrintMailGooglePinterestDiggRedditStumbleuponDeliciousBufferTumblr,Bo McDonald Bo McDonald is president of Your Marketing Co. A marketing firm that started serving credit unions nearly a decade ago, offering a wide range of services including web design, branding, … Web: Details This is placeholder text Wow, that’s a blanket statement. I hate blanket statements. Let me revise it to why SOME CEOs don’t trust SOME marketers. How do I back up such a bodacious statement? Data. Marketers must get comfortable using data and key performance indicators to support their needs and successes with the rest of the numbers-oriented C-suite.According to a recent study by KornFerry,  on average CMOs remain in that post for just 3.5 years, while CEOs average 6.9 years; CFOs, 4.7 years; and CIOs, 4.6 years. Boiled down, lack of trust and understanding between the leaders, plus constant churn in the CMO position, increases the divide between marketing leaders and their C-suite counterparts. So how can credit unions establish alignment, understanding, and harmony between these key executive roles? The same way we do in any relationship: We must listen more, ask the right questions to gain perspective and work the strategy together to build trust throughout the process.Several years ago, I presented at a CFO conference and at a marketing conference called CEO + CFO = BFF with the former CFO of Caro Financial Credit Union, Herbie Meetze. We shared how both roles can and should work together to achieve the goals of the credit union. Here are four takeaways to help the bean counters and idea people mesh better:Purpose: The leadership team, including marketing, must align not only on the organization’s higher-level purpose, but also on credit union marketing’s purpose. Is it to build a powerful brand? Establish and develop growth engines? Own the end-to-end member experience? Regardless, agreement on marketing’s role is essential for shared success. As a credit union marketer, you have to ask the questions and understand the goals and align yourself to it. Strategy: Clearly defining the credit union’s strategy and priorities is next. Credit unions’ leadership teams must be in lockstep when it comes to where they want to take the credit union, the steps necessary to get there, and the timeline for reaching the desired destination. The onus lies with the CEO to give marketing a seat at this strategic table to fully understand the strategies and goals so he or she can execute on the strategy. Involving marketing at the strategic level will also help to fuel innovation as part of the process.Expectations: This step in the alignment process is absolutely critical. Leadership must clearly articulate expectations for marketing and how he or she would like marketing to engage with other areas of the credit union. What must marketing do to support sales, product development/launches and other member facing areas? Only when these capabilities are clearly defined can marketers build a successful team to meet expectations.Resources/Systems: As marketing has become more digitally driven and technologically advanced, appropriately resourcing marketing is critical. Credit union leaders and marketing must align on the resources and systems required for marketing to produce successful outcomes. The right resources are essential to ensure that credit union marketers are positioned to deliver the results. As digital marketing becomes the central hub for business offerings, technology applications,  customer experience management, social media engagement, and financial risk management, the CMO role will be elevated to one of the most sought-after and trusted advisers in the C-suite.Trust among any group of leaders is paramount to overall success, but based on data, marketers need to go the extra mile to build trust with others on the leadership team. Tariq Shaukat, Google Cloud’s president of industry products and solutions, sums it up well: “I think the most important aspect of a successful CMO–CEO relationship is mutual respect and having a common view of the world.” Ask the tough questions, like how will we measure success? Will the appropriate resources be provided to accomplish those goals? Your Marketing Co.’s team has partnered with strategically focused credit unions for more than a decade. We have crafted a unique time-tested action plan that brings clarity and breaks down barriers, leading to growth and the realization of your goals. We build trust, ask questions, listen, and execute. Isn’t that exactly what you need to reach your goals in 2021?center_img This post is currently collecting data…last_img read more

The European Commission has approved funding to Croatia for another 15 transport projects worth more than 72m euros

first_imgThe Republic of Croatia received a certificate from the European Commission approving the financing of 15 transport projects from the 3rd Call of the CEF, in the total amount of EUR 90.994.078,00, of which the grant received by Croatia for the implementation of these projects amounts to 72.215.410,75 , 85 euros. Thus, twelve projects received the maximum amount of co-financing of 9 percent, and 6 of them will be implemented by Croatia independently, while XNUMX will be implemented in partnership with other member states.Some of the projects approved in this, the third Call are: Improvement and development of the terminal for receiving dangerous cargo in the river port Slavonski Brod, upgrading the port infrastructure Rijeka (Basin), preparation of documentation for the reconstruction of the railway section Ostarije-Skrljevo and railway sections Okučani-Vinkovci, upgrading the port infrastructure Rijeka – cargo terminal Bakar, infrastructure upgrade in the port Rijeka – port communication system, preparation of environmental impact study for the Sava River, joining Croatia Airlines family EGNOS, SESAR project Croatian Air Navigation Services, CROCODILE 3 Croatia and many others.A total of 32 transport projects with a total value of more than 422 million euros were approved in three CEF CallsOdobrenjem ovih 15 projekata, Hrvatska ima odobreno ukupno 32 prometna projekta koji se sufinanciraju iz CEF-a, odnosno odobreno  je projekata u ukupnoj vrijednosti 422.808.914,15 eura, što čini 93,05% iskorištenosti CEF instrumenta za promet. Iz Vlade ističu kako je Republici Hrvatskoj, odnosno Ministarstvu mora, prometa i infrastrukture, kao koordinatoru Instrumenta za povezivanje Europe (CEF) na dosadašnja dva poziva odobreno je 17 projekata sa ukupnim sufinanciranjem od 350.593.503,40 eura bespovratnih sredstava.“Instrument za povezivanje Europe (Connecting Europe Facility – CEF) je instrument je osnovan za dodatna ulaganja u izgradnju nove te unapređenje postojeće prometne, energetske i telekomunikacijske infrastrukture, pomoću kojeg države članice, osim iz postojećih Strukturnih fondova i Kohezijskog fonda mogu financirati projekte na devet koridora Osnovne mreže Transeuropske prometne mreže (TEN-T). Cilj instrumenta je pomoći u stvaranju međusobno povezanih mreža visokih performansi širom Europe, koje će biti ekološki održive te pridonositi ekonomskom rastu, socijalnoj i teritorijalnoj koheziji unutar Europske unije.” conclude from the Government of the Republic of Croatia.last_img read more