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S10-110 approach - SNIA Certified Storage Professional (SCSP) Updated: 2023

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Exam Code: S10-110 SNIA Certified Storage Professional (SCSP) approach June 2023 by Killexams.com team

S10-110 SNIA Certified Storage Professional (SCSP)

Exam Name : Storage Networking Foundations
Exam Number : S10-110 SCSP
Exam Duration : 90 minutes
Questions in exam : 65
Passing Score : 66%
Recommended Training : Storage Networking Concepts
Exam Registration : Kryterion Testing Center
Real Questions : SNIA S10-110 Real Questions
VCE practice questions : SNIA Certified Storage Professional Practice Test

Host Elements
- Identify host connectivity components used in a support matrix
- Describe host-based functions for storage
- Identify storage mapping elements
- Describe virtualization concepts and techniques
- Describe data storage planning for various business applications
- Describe how to Improve performance for host applications
Storage Protocol Concepts
- Identify NAS components
- Identify Fibre Channel SAN components
- Identify Ethernet/IP SAN components
- Describe DCBX switching technology
- Identify the software storage model
Storage Hardware
- Identify host to SAN components
- Identify Flash technology for enhancing applications
- Describe the different RAID levels
- Describe disk technologies
- Identify DAS technology
Disaster Recovery
- Identify backup technologies
- Describe backup types
- Describe disaster recovery concepts
Storage Functions
- Describe storage security methods
- Identify storage management technologies
- Describe data reduction techniques
Cloud Storage
- Identify Cloud storage methods
- Identify Cloud storage types
SNIA Certified Storage Professional (SCSP)
Snia Professional approach

Other Snia exams

S10-300 SNIA Architect - Assessment, Planning and Design
S10-110 SNIA Certified Storage Professional (SCSP)

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SNIA Certified Storage Professional (SCSP)
Question: 58
You want to manage systems and devices on a network with traps that signal the occurrence of an event.
In this scenario, which protocol would you use?
Answer: D
The data being monitored and managed is defined by a MIB. The functions supported by the protocol are the request and retrieval of data, the setting or writing of data, and traps that signal the occurrence of events.
Reference: http://www.snia.org/education/dictionary/s
Question: 59
Which two statements are true about archiving? (Choose two.)
A. Archiving is an open source technology based on Cinder and OpenStack.
B. The purpose of archiving is the long term preservation of information.
C. Archiving can be used as a response to meet regulatory requirements.
D. Archiving is performed exclusively to tape.
Answer: B,C
Question: 60
You want to Improve disk space usage efficiency while maintaining high availability.
In this scenario, which solution satisfies this requirement?
D. RAID 10
Answer: D
Reference: http://eaegis.com/pages/raid-calculator
Question: 61
What is Software Defined Storage?
A. virtualized storage with a Fibre Channel interface
B. virtualized storage with an Ethernet interface
C. physical storage with a service management interface
D. virtualized storage with a service management interface
Answer: D
Software-defined storage (SDS) is virtualized storage with a service management interface. SDS includes pools of storage with data service characteristics that may be applied to meet the requirements specified through the
service management interface.
Reference: http://www.snia.org/sites/default/files/SDS_Article.pdf
Question: 62
A physical server is having a native or bare-metal hypervisor installed before being deployed.
In this scenario, which statement is correct?
A. The hypervisor runs as a program on a host operating system and supports only one instance of a virtual server.
B. The hypervisor runs directly on the server hardware and supports the creation of multiple concurrent instances of virtual servers.
C. The hypervisor runs directly on the server hardware and supports the creation of only one instance of a virtual server.
D. The hypervisor runs as a program on a host operating system and supports multiple concurrent instances of virtual servers.
Answer: B
Reference: http://www.virtualizationadmin.com/faq/how-many-virtual-machines-run-one-host.html
Question: 63
Which type of cloud allows management of backups to local, public, and/or private clouds to meet the varying requirements of cost, availability, latency, and security?
A. public
B. private
C. hybrid
D. secure
Answer: C
A hybrid backup cloud allows managing backups to local, public, and/or private clouds to meet the varying requirements of cost, availability, latency, and security.
Reference: http://www.snia.org/sites/default/files/Implementing_Serving_and_Using_The_Cloud-Nov_2013.pdf
Question: 64
Which level of data access does a SAN device provide compared to NAS?
A. file access
B. block access
C. packet access
D. object access
Answer: B
A SAN device (or, as we promised to call it, a SAN-attached storage device) is a block-access (i.e., it is a disk or it emulates one or more disks) that connects to its clients using Fibre Channel and a block data access protocol
such as SCSI.
Reference: http://www.snia.org/education/storage_networking_primer/san/closing
Question: 65
Software Defined Storage (SDS) uses which type of technology to function?
A. application
B. replication
C. virtualization
D. authentication
Answer: C
While SDS builds on the virtualization of the Data Path, SDS is not virtualization alone. The Control Path needs to be abstracted as a service as well.
Reference: http://www.snia.org/sites/default/files/SNIA%20Software%20Defined%20Storage%20White%20Paper-%20v1.0k-DRAFT.pdf
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Snia Professional approach - BingNews https://killexams.com/pass4sure/exam-detail/S10-110 Search results Snia Professional approach - BingNews https://killexams.com/pass4sure/exam-detail/S10-110 https://killexams.com/exam_list/Snia Professional Audio On An ESP32

Audiophiles have worked diligently to alert the rest of the world to products with superior sound quality, and to warn us away from expensive gimmicks that have middling features at best. Unfortunately, the downside of most high quality audio equipment is the sticker price. But with some soldering skills and a bit of hardware, you can build your own professional-level audio equipment around an ESP32 and impress almost any dedicated audiophile.

The list of features the tiny picoAUDIO board packs is impressive, starting with a 3.7 watt stereo amplifier and a second dedicated headphone amplifier. It also has all of the I/O you would expect something based on an ESP32 to have, such as I2S stereo DAC, an I2S microphone input, I2C GPIO extenders and, of course, a built-in MicroSD card reader. The audio quality is impressive too, and the project page has some MP3 files of audio recorded using this device that are worth listening to.

Whether you want the highest sound quality for your headphones while you listen to music, or you need a pocket-sized audio recording device, this might be the way to go. The project files are all available so you can build this from the ground up as well. Once you have that knocked out, you can move on to building your own speakers.

Sun, 04 Jun 2023 12:00:00 -0500 Bryan Cockfield en-US text/html https://hackaday.com/2019/10/06/professional-audio-on-an-esp32/
How to Become a More Professional Business Person

Carl Hose is the author of the anthology "Dead Horizon" and the the zombie novella "Dead Rising." His work has appeared in "Cold Storage," "Butcher Knives and Body Counts," "Writer's Journal," and "Lighthouse Digest.". He is editor of the "Dark Light" anthology to benefit Ronald McDonald House Charities.

Sat, 21 Jul 2018 17:02:00 -0500 en-US text/html https://smallbusiness.chron.com/become-professional-business-person-26224.html
Investment professionals do more with our solutions.

Maintaining independence and editorial freedom is essential to our mission of empowering investor success. We provide a platform for our authors to report on investments fairly, accurately, and from the investor’s point of view. We also respect individual opinions––they represent the unvarnished thinking of our people and exacting analysis of our research processes. Our authors can publish views that we may or may not agree with, but they show their work, distinguish facts from opinions, and make sure their analysis is clear and in no way misleading or deceptive.

To further protect the integrity of our editorial content, we keep a strict separation between our sales teams and authors to remove any pressure or influence on our analyses and research.

Read our editorial policy to learn more about our process.

Sun, 04 Jun 2023 12:49:00 -0500 en text/html https://www.morningstar.com/products/professional-investment-solutions
How to Encourage Employees to Pursue Professional Development
  • Employees who pursue professional development in their careers tend to have higher productivity and job satisfaction.
  • Employers should create opportunities for formal and informal professional development.
  • Some professional development programs include “lunch and learns,” internal mentorships, company or industry expert speakers and online programs.
  • This article is for small business owners, HR managers and team leaders who want professional development ideas to help employees learn and grow.

It’s mutually beneficial for employees and employers when team members commit to growing their skills, broadening their knowledge and taking advantage of learning opportunities both inside and outside of the workplace. As an employer, encouraging professional development cannot only help you fill skills gaps in your workplace, but also support and elevate your employees to help get them where they want to go in their careers. That support translates to a happier workplace with more loyal employees, so it’s in every employer’s interest to encourage professional development whenever possible. 

This guide will help you better understand the concept of professional development, the benefits of creating a culture of ongoing development and how to implement career development plans in your workplace.

What is professional development?

Professional development is the ongoing process of improving one’s skills and knowledge to better perform in their existing role or to attain the skills needed to perform at a high level in a new role. It is a critical part of advancing one’s career and contributing more to a workplace as well as boosting morale, productivity and satisfaction. 

According to Steve Hawter, vice president of learning and development at The Learning Experience, professional development “controls an employee’s readiness for contributing to a company in new ways, whether the company adopts a new strategy, expands or needs change.”

To keep up with the rapid pace of change in the business world, employees must be encouraged and supported to seek refresher courses and accept new challenges. This doesn’t necessarily mean formal classroom instruction ― it could also mean on-the-job training for a new skill or role. As long as employees are engaged in continual learning and evolution, professional development is happening.

“It is less important to learn a course or skill than to be able to adapt to new and evolving workplace challenges,” said Nanette Miner, Ed.D., owner of The Training Doctor. “It is important not to remain a dinosaur in your industry to keep your job and remain valuable.”

Research suggests that career success is related to a willingness to learn and apply lessons to common situations in the workplace. Professional development can prepare employees to be more dynamic and adaptable, setting them up for continued success in their careers.

Training vs. professional development

It’s important not to confuse training and professional development when working to implement a culture of ongoing growth in your workplace. Training is specific and related to an employee’s current role, whereas professional development is more holistic and helps support an employee’s ability to adapt to ever-changing situations at work. 

“Training fills in a gap, but development looks to the future and growth of the company and employee,” Hawter said.

Most companies provide training to new hires ― after all, it’s essential to help them perform their role effectively. Training is based on the needs of the organization at the time, so it is easy for most employers to prioritize training from the start. 

But many fail to offer professional development opportunities, which enable employees to think beyond their role into the future of both the organization and their own career. Professional development may seem far less immediate and pressing than training, but it is just as important.

In a healthy company, elements of training and professional development will both be present. Each should start from day one, according to Miner. 

“For company longevity, there should be a clear career path,” she said. “My overarching belief is that more money has to be invested in self-management, ethics, communication (written and verbal) and leadership skills.”

How can you encourage employee professional development?

As team members, your employees can work both individually and together to reach a common goal. The personal growth of each employee contributes to the success of the entire business.

According to Adrian Ridner, CEO and co-founder of Study.com, the acknowledgment of an employee’s talents and successes in fulfilling their job responsibilities builds their confidence, which increases employee retention and morale.

An Akumina study showed that millennials and Generation Z favor changing jobs frequently. Empowering employees, especially younger workers susceptible to job hopping, to succeed in their current roles and ultimately move up could reduce this turnover.

There are numerous ways for employees to pursue professional development. Follow these steps to find the program ― or combination of programs ― that works best for your team.

1. Consult employees about their developmental needs.

Addressing skill gaps among employees is essential for business owners and managers. You and your team managers or human resources representatives should meet with your employees regularly to discuss each one’s job performance and areas where professional development would benefit them and the company. The conversation should include suggestions for improvement, showing the employees that the company cares about them and their future.

Additionally, bouncing professional development ideas around the office empowers employees to play an important role in the program while encouraging personal and professional growth.

“Creating a culture of learning in the workplace is a shared responsibility,” Ridner said. He added that employees should feel free to suggest academic or professional development programs.

2. Form partnerships with other companies and industry speakers.

Businesses should consider forming partnerships or providing access to workplace education, such as online lessons and in-house training sessions, Ridner said. You could also turn to online industry offerings or connect with experts in your field.

3. Use technology to your advantage.

It’s crucial for employees to keep pace with societal and technological developments. Since rapid technology advancements impact most industries, professionals armed with diverse skills and abilities offer more flexibility and value to employers than those whose learning has stagnated.

“With the advent of technology and online learning, it’s easier and more inexpensive than ever to foster a culture of learning in the workplace,” Ridner said.

4. Create an internal mentorship program.

According to Ridner, employers should arrange brainstorming groups or mentorship programs to help staffers connect with one another. For example, Study.com organizes 24-hour “Rockethons,” during which the company forms small teams to discuss ideas, create prototypes, Improve tools and more. [Related article: How to Find a Mentor]

5. Start an ongoing lunch-and-learn program.

Get an expert speaker or knowledgeable team member to teach your employees in an informal lunch setting. The expert can present to the team and then employees can engage in a creative discussion with the expert, gaining front-row knowledge on a specific topic. This is a great monthly event that can help educate employees without taking up too much of their time. Many companies pay for lunch for the employees to eat while listening to the speakers, which gives staff an incentive to come and an even more positive association with the sessions.

6. Encourage active participation.

While some staffers welcome professional development opportunities, others might be reluctant. As an employer, you should encourage educational pursuits in and out of the workplace. You could also organize initiatives to stimulate new ideas.

Your professional development program can only be effective if employees want to participate. Encourage them to engage in career development opportunities using the tips above to make sure your team takes advantage of everything your program offers.

Benefits of professional development programs

Many employers shy away from professional development programs, thinking they are unnecessary. However, there are several ways these programs can benefit not just your employees, but also your business.

Employee knowledge and advancement

Beyond the benefits of supplemental training for one’s job, professional development enhances an employee’s value and ensures they remain relevant in their career field, said Steve Smith, founder and CEO of GrowthSource Coaching. Professional development can also involve an employee becoming certified in a field complementary to their current position.

Development certification is one way for staffers to demonstrate they can perform bigger and better things, upping their value to their employers and the workforce in general.

“Becoming irrelevant is the fastest way to lose your job or, if [you own] a company, have your business decline,” Smith said.

Employee job satisfaction

According to Smith, many people pursue professional development to bolster their confidence in what they do at work, “which is a noble reason to continue to develop yourself.” This confidence can translate into higher overall job satisfaction, which in turn increases employee performance, productivity and morale.

Employee retention

Businesses that do not offer career-building educational opportunities for their staff tend to see greater employee turnover than those that do provide those resources. Miner said that disinterest correlates to “why companies are finding hiring and retention so hard. They are not investing in professional development and employees leave.”

Interesting, challenging and career-enhancing education is becoming an employee “expectation,” said Hawter. Companies that don’t invest in a culture that prioritizes educational training programs for their staff run the risk of losing them to employers that do.

It’s not enough to just hire the best employees ― you also need to keep them happy and engaged. Professional development programs can go a long way to reducing employee turnover, but if you want to Improve your employee retention rates check out these other perks that keep employees happy too.

Foundations of a strong professional development program

The key to a successful professional development program is motivating employees to engage with it and take charge of their own growth. Even the most impressive professional development program is destined to fail if a participant does not “buy into” the initiative, said Hawter. 

Every successful professional development program should have two characteristics. First, it must offer continual development. Second, it must allow employees to determine the pace and direction of their educational path. 

Consider the following characteristics as well if you’re aiming to create an effective development program for your team.

Continued microlearning opportunities

According to Hawter, “microlearning” is a big buzzword in the learning and development universe. Microlearning means an educational opportunity that focuses on small concepts.

One example of this niche learning is teaching a staffer how to connect with the mobile generation

In particular, that knowledge is all the more important since an ever-increasing number of millennials and Gen Zers work remotely. Because the modern workforce comprises three or four generations, a one-size-fits-all approach to employee enrichment is simply outdated, Hawter said.

Formal and informal learning opportunities

The availability of both formal and informal professional development opportunities is imperative in today’s modern workforce. Webinars and podcasts are examples of informal learning that give the participant total control over when they seek assistance. That is partly why informal professional development programs are more impactful when combined with formal offerings.

The best professional development programs are overseen by professional organizations, such as Dale Carnegie Training, because those workshops “focus on leadership,” said Smith. “Those programs are designed to teach new things but also provide game plans to help [companies] implement professional development in the workplace.”

Program follow-ups

Even companies that start with the best of intentions might stop fully supporting learning and development efforts over the long term, Smith said. Regular follow-ups are necessary to ensure employees are using everything they have learned to Improve their performance.

Hawter urges companies not to minimize the importance of employee development, largely because “PD ensures employees know of the company’s investment in them and demonstrates the company’s real concern” for their welfare.

Professional development helps everybody

Professional development is a win-win for both employers and employees. Employers get more engaged team members who feel supported and continually develop new skills that can benefit the company, while employees acquire knowledge and abilities that will help them take charge of their own careers and get to where they want to go. It all starts with crafting an effective professional development program and encouraging employees to participate. And with the insight in this guide, you’ll be able to do just that.

Tejas Vemparala and Skye Schooley also contributed to this article. Some source interviews were conducted for a previous version of this article.

Wed, 10 May 2023 12:00:00 -0500 en text/html https://www.businessnewsdaily.com/10092-encourage-professional-development.html
Professional Education

Whether you're looking for career advancement courses to Improve your professional prospects or customized training for a team of corporate employees, Collat Professional Education is ready to partner with you to elevate your potential and achieve desired results.

Wed, 19 Oct 2022 13:57:00 -0500 en-gb text/html https://www.uab.edu/business/home/programs/professional-education
The Friedman Curve: An Obsolete Approach to Labor Assessment



The Friedman curve, the gold standard for rates of cervical dilation and fetal descent during active labor, was developed almost 50 years ago. To define a modern curve for normal labor, these researchers evaluated data on 1329 nulliparous, full-term women with spontaneous labors and vertex presentations who gave birth to singletons of normal birth weight from 1992 to 1996.

Dilation in the active phase was much slower on the modern curve than on the Friedman curve (mean time from 4 cm to complete dilation, 5.5 vs. 2.5 hours). Among the current study's patients, labor lasting more than 2 hours without apparent change was not uncommon before 7 cm of dilation. Friedman described 3 stages in the active phase: acceleration, maximal slope, and deceleration. No deceleration stage was noted in the contemporary curve.


The Friedman curve for normal active labor is one of the first pieces of knowledge that most obstetric students acquire. Comparison of Friedman's population with the current study's population shows marked differences: Anesthesia and augmentation are much more common now than in the past, and birth and maternal weights have increased substantially. The authors suggest that in addition to the discrepancies between the 2 groups of parturients, methodologic differences also might explain the differences between the curves. For example, Friedman actually plotted 500 individual curves and then synthesized them into 1 curve, whereas the current researchers used repeated-measures analysis with 10th-order polynomial function.

The authors conclude that the Friedman curve likely represents an ideal, rather than an average, curve. Although this study has limitations (e.g., assessment of cervical dilation is somewhat subjective), practitioners who base their diagnoses of protraction and arrest solely on the Friedman curve might need to reconsider their approach to labor assessment.

— Ann J. Davis, MD


Zhang J et al. Reassessing the labor curve in nulliparous women. Am J Obstet Gynecol 2002 Oct; 187:824-8.

Click here for Journal Watch subscription information.

Sun, 04 Jun 2023 12:00:00 -0500 en text/html https://www.medscape.com/viewarticle/450311
A Developmental Approach to Effective Feedback

‌“Ellie Drago-Severson is one of our most insightful experts on the development of adult educational leaders. She is unique in her ability to move back and forth comfortably between powerful ideas and promising practices.”

–Howard Gardner
Professor of Cognition and Education
Harvard University


Sign the Wait List below to be apprised of open slots and the date for the next iteration.

Reserve your spot today - the June 2022 Institute was SOLD OUT!

For more information, questions, group rates or to register: 
Email cps@tc.columbia.edu

Today’s urgent and unprecedented challenges—as well as the complexities of online and blended learning—call for new ways of working, learning, and leading together. As educators seek to deepen lines of communication, open channels for listening and understanding, and create more pathways for collaboration and transformation, feedback has become more important than ever. In fact, offering feedback—so that others can hear us—is one of the most important ways we can support each other’s growth and grow ourselves.

Yet, when and where do leaders learn how to give feedback, especially to adults who make sense of our words, feedback, and relationships in qualitatively different ways? And how might leaders’ own inclinations, preferences, and orientations influence their experiences with feedback, both the giving and receiving of it?

This two-day online interactive Institute addresses these questions and offers participants an immersive experience with our developmental approach to feedback, which we call feedback for growth (Drago-Severson & Blum-DeStefano, 2016, 2018). We invite you to join us.

We will engage in two full learning days to:

  • Learn about adult developmental theory (Kegan, 1982, 1994, 2000) and its practical implications for leadership, coaching, professional development, and effective collaboration (Drago-Severson, 2004a, 2004b, 2009, 2012, 2016; Drago-Severson & Blum-DeStefano, 2016, 2018; Drago-Severson, Blum-DeStefano, & Asghar, 2013);
  • Explore practical strategies for enacting a developmental approach to feedback (Drago- Severson & Blum-DeStefano, 2015, 2016, 2018, 2020) so that others can best hear, take in, learn from, and act upon your feedback;
  • Explore a developmentally-based model for leadership and professional learning (Drago-Severson, 2004a, 2004b, 2009, 2012; Drago-Severson, Blum-DeStefano & Asghar, 2013; Drago-Severson, Roy, & von Frank, 2015) that focuses on supporting adult growth, and offers promising practices that can be implemented in your school and system; and
  • Engage in collaborative, developmental action planning to apply key ideas to advance your leadership and practice.


Everyone really! This Institute is designed for leaders and collaborators of all kinds—principals, AP’s, teachers, professional developers, curriculum specialists, coaches, district leaders, policymakers, and anyone interested in enhancing professional feedback across non-profit and for-profit sectors. All are welcome!


Ellie Drago-Severson, Faculty Lead and Co-Facilitator

Professor of Education Leadership and Adult Learning & Leadership, Teachers College, Columbia University, Faculty Lead and Co-Facilitator of Institute

Jessica Blum-DeStefano, Co-Facilitator

Faculty at Bank Street College of Education


Ellie Drago-Severson is Professor of Education Leadership and Adult Learning and Leadership at Teachers College, Columbia University. A developmental psychologist, Ellie teaches, conducts research, and consults to leaders and organizations on professional and personal growth and learning; leadership that supports principal, faculty, school, and leadership development; and coaching and mentoring in K–12 schools, university settings, and other adult education contexts. She is also an internationally certified developmental coach who works with leaders to build internal capacity and achieve goals. Her work is inspired by the idea that schools must be places where adults and children can grow, and she is dedicated to creating the conditions to achieve this and to helping leaders and educators of all kinds to do the same on behalf of supporting adults and youth.

Ellie is author of the best-selling books Helping Teachers Learn: Principal Leadership for Adult Growth and Development (Corwin, 2004) and Leading Adult Learning: Supporting Adult Development in Our Schools (Corwin/The National Staff Development Council, 2009)—as well as Becoming Adult Learners: Principles and Practices for Effective Development (Teachers College Press, 2004) and Helping Educators Grow: Practices and Strategies for Supporting Leadership Development (Harvard Education Press, 2012). She is also a co-author of Learning for Leadership: Developmental Strategies for Building Capacity in Our Schools (Corwin, 2013), Learning Designs: Reach the Highest Standard of Professional Learning (Corwin, 2014), Tell Me So I Can Hear You: A Developmental Approach to Feedback for Educators (Harvard Education Press, 2016), Leading Change Together: Developing Educator Capacity Within Schools and Systems (ASCD, 2018).


Jessica Blum-DeStefano earned her PhD in Education Leadership Teachers College, Columbia University after nine rewarding years as a teacher and school leader in alternative education settings. She teaches at Bank Street College of Education and, for the past ten years, has co-taught adult development with Ellie in the Summer Principals Academy at Teachers College. She is a co-author of Learning for Leadership: Developmental Strategies for Building Capacity in Our Schools (Corwin, 2013), Tell Me So I Can Hear You: A Developmental Approach to Feedback for Educators (Harvard Education Press, 2016), ), Leading Change Together: Developing Educator Capacity Within Schools and Systems (ASCD, 2018).


Registration Fee & Discounts

Registration Fee Per Attendee: $1,495 ( Institute materials, and central text)

Group/Team Discount (2 or more): Contact cps@tc.columbia.edu


Everyone really! This Institute is designed for leaders and collaborators of all kinds—principals, AP’s, teachers, professional developers, curriculum specialists, coaches, district leaders, policymakers, and anyone interested in enhancing professional feedback across non-profit and for-profit sectors. All are welcome!

Continuing Education

Participants who successfully complete the Institute will receive a Certificate of Participation and 10 Clock Hours.

Please note, we are not able to offer partial professional development hours for those who cannot attend the full workshop.

Sun, 04 Jun 2023 12:00:00 -0500 en text/html https://www.tc.columbia.edu/continuing-professional-studies/programs/all-offerings/a-developmental-approach-to-effective-feedback/
How to Approach an Employee About Grooming

Based in the Midwest, Shelley Frost has been writing parenting and education articles since 2007. Her experience comes from teaching, tutoring and managing educational after school programs. Frost worked in insurance and software testing before becoming a writer. She holds a Bachelor of Arts in elementary education with a memorizing endorsement.

Thu, 19 Nov 2015 17:33:00 -0600 en-US text/html https://smallbusiness.chron.com/approach-employee-grooming-25389.html
Milestones Approach

The Milestones Approach splits the activities necessary to establish the infrastructure for a nuclear power programme into three progressive phases of development, with the duration of each dependent on the degree of commitment and resources applied in the country. The completion of each phase is marked by a specific “Milestone” at which progress can be assessed and a decision can be made about the readiness to move on to the next phase. 

The three phases in developing the infrastructure necessary to support a nuclear power programme are:

Phase 1: Considerations before a decision to launch a nuclear power programme is taken; a Pre-Feasibility Study will help a country establish a strong national position and answer the key question: why nuclear? This process begins early in Phase 1 after nuclear power is included as an option in the energy strategy.

Phase 2: Preparatory work for the contracting and construction of a nuclear power plant after a policy decision has been taken; in this phase, key organizations as well as the legal and regulatory frameworks are established.

Phase 3: Activities to contract, licence and construct the first nuclear power plant are undertaken.

The completion of each phase is marked by a specific milestone at which the progress of the development effort can be assessed and a decision can be made to move on to the next phase. These milestones are:

Milestone 1: Ready to make a knowledgeable commitment to a nuclear power programme;

Milestone 2: Ready to invite bids/negotiate a contract for the first nuclear power plant;

Milestone 3: Ready to commission and operate the first nuclear power plant.

Fri, 02 Jun 2017 20:34:00 -0500 en text/html https://www.iaea.org/topics/infrastructure-development/milestones-approach
Tippett Taking Professional Approach to OHL Season

When the Florida Panthers shipped top-prospect Owen Tippett back to Ontario Hockey League back in November, the former first-round pick didn't leave empty handed. From training camp to his NHL debut, the 18-year-old soaked it all in, hoping to carry a newfound professional approach into what he hopes will be his final junior campaign.

The biggest takeaway from his time in the NHL?

"How to be a pro and how to approach each day at the rink," Tippett told FloridaPanthers.com in a accurate telephone interview. "It's a little different once you're up at the NHL level. I took in as much as I could and then brought it back here."

The 10th overall pick in the 2017 NHL Draft, Tippett appeared in seven games with Florida. He recorded one goal and 17 shots, including a game-high seven in his debut against Philadelphia on Oct. 17. He scored his first goal on Oct. 26 against Anaheim, but was reassigned to his OHL team in Mississauga three games after that.

When asked about the biggest differences he noticed between junior and professional hockey, Tippett singled out "the speed at which things happen" as the hardest hurdle to overcome during his transition. When there's less time to think, instincts become more important - a skill that can typically only be acquired through repetition and practice.

"It's a fast game," said Tippett, who averaged 11:07 of ice time in his first stint with the Panthers. "The way the puck moves around and how everyone knows really where to be is a lot different."

Since returning to the Steelheads, however, Tippett has been on a tear.

In 48 games, Tippett has registered 33 goals and 37 assists, helping the Steelheads clinch a playoff berth in the OHL's Eastern Conference. A natural goal scorer armed with one of the best shots in junior hockey, he has seven games with at least two goals, including a pair of hat tricks.

"Obviously, his shot is what people are drawn to when they see his quick release and how heavy his shot is," Mississauga head coach James Richmond said. "But you need to be fast to play the game now and you need to be strong. His speed and strength are also paramount."

At 6-foot-2 and 204 pounds, Tippett certainly possesses an NHL-ready frame, but it has been a noticeable change in his demeanor that makes Richmond believe his top goal-scorer will be suiting up for the Panthers sooner rather than later, saying that Tippett's time the pros helped the up-and-coming star develop thicker skin and that "not that much affects him" anymore.

"He's on the right path to being an NHL-er," Richmond said. "He's gotten bigger, stronger, faster, more mature as a person and as a hockey player. He's doing all the things young guys need to do to make it to the NHL."

After getting a taste of life in the pros, Tippett said he is more determined than ever to become a full-time player for the Panthers. He's already made a few friends on the team and has followed his future squad closely during their late-season playoff push.

Simply put: whenever Steelheads have a night off, Tippett is tuning into the Panthers.

"It's been pretty crazy," he said. "A lot of heads are turning, even here." But come next season, it could be Tippett that's turning heads in South Florida.

Tue, 13 Mar 2018 06:38:00 -0500 en-US text/html https://www.nhl.com/panthers/news/tippett-taking-professional-approach-to-ohl-season/c-296905360

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