We think you have liked this presentation. If you wish to download it, please recommend it to your friends in any social system. Share buttons are a little bit lower. Thank you!
Presentation is loading. Please wait.
Published byCaroline Reese
Modified over 3 years ago
© Specialist People Foundation All rights reserved. 1 Specialist People Foundation Partnership Planning Process Copenhagen November 2011
© Specialist People Foundation All rights reserved. 2 Key Success Factors for Starting Up and Specialisterne Operation Key success factors for starting up a Specialisterne operation Review SPF planning process Requirements for local operating partners of Specialisterne Introduction to Feasibility Study framework
© Specialist People Foundation All rights reserved. 3 Critical Success Factors for Starting Up Specialisterene You must have the potential to grow to 50 consultants in a 4-5 year period in order to reach scale and achieve sustainability You must have a lead corporate partner (customer) secured with a significant amount of business committed You must have 3+ years of funding secured You must have an on-going funding model for assessment & training procured or identified You must secure local government/municipal support and active engagement You must have identified a source(s) of potential candidates with autism for employment You must have strong Dandelion practitioners amongst local team
© Specialist People Foundation All rights reserved. 4 SPF Planning Process The Five Stages in Planning 1.Preparation 2.Feasibility Study 3.Local Partner 4.Business Planning 5.Licence Agreement
© Specialist People Foundation All rights reserved. 5 Preparation Feasibility study Local Partner Business planning Licence agreement Preparation We begin with the appointment of the Local Coordinator. This person must have a strong ambition to create lasting change in his/her country regarding the employment of people with Autism Spectrum Disorder. The Local Coordinator should be a person who is well-connected and has the time to spend on the planning process. This will likely be on a volunteer basis in the initial stages. The role of the local coordinator will be to: Form the initial contacts needed to trigger the planning process Engage and coordinate with local stakeholders Organise an advisory board consisting of key stakeholders Act as the key liaison to SPF during the feasibility study process Help procure funding needed for the feasibility study phase
© Specialist People Foundation All rights reserved. 6 Preparation Feasibility study Local Partner Business planning Licence agreement Feasibility Study Feasibility Study: The Feasibility Study should provide a detailed assessment of the local environment and market. It serves as the platform for a decision on whether and how to establish a business in the specific locale. The Feasibility Study should also be conducted in collaboration with the advisory board and the local coordinator Examples of SPF services which may be included in the Feasibility Study phase: Feasibility study toolbox –Template for feasibility study –Three-year budget analysis & planning model –Online questionnaire Three meetings onsite, including: –Start-up meeting –Midway meeting involving workshop with leaders from the local IT industry –Final meeting Five days consulting support from SPF Legal support Fees to local external consultant contributing to the Feasibility Study Est. cost for European Union countries ~ 30,000, depending on the level of local support and capability Estimated duration: 3 months SPF travel costs not included
© Specialist People Foundation All rights reserved. 7 Desk research Field research ASD Industry And Market Social Welfare System Specialisterne Desk research Field research Desk research Field research Desk research Field research Diagnosis protocol Network Employ- ment situation Existing institutions Survey for the local autism community Key stake- holders within the ASD area Price benchmark Demand and competition Sector turnover Salaries Fixed costs Leaders from the local IT sector and other relevant sectors Expected incentives and subsidies Working schemes for disabled people Munici- palities Region Country EU Other key stake holders Financial and funding conditions Legal and ownership structures Financial forecasting and budget Local legal experts Model for Feasibility Studies in the European Union
© Specialist People Foundation All rights reserved. 8 Preparation Feasibility study Local Partner Business planning Licence agreement Local Partner Local Operational Partner Subject to the findings of the Feasibility Study, SPF, together with the local advisory board, identifies a local partner who has the capacity and interest to establish and operate the local Specialisterne business. The local partner may be a person, a company or an organization. The local partner signs the License Agreement with SPF and establish a Specialisterne for- profit or non-profit entity as per the feasibility study. Criteria for the Local Operational Partner: A shared vision and values The competence and motivation to operate a Specialisterne- type of business A proven track record in human resource management Ideally, strong experience working with disabled people in a commercial environment Business development and management skills The financial capacity to operate Specialisterne
© Specialist People Foundation All rights reserved. 9 Business Planning Business planning: The local partner develops a Business Plan and an Operational Plan. The Business Plan includes in- depth planning for a Specialisterne operation including organization plan, project plan, budget and funding plan. SPF & Specialisterne provide support as needed in this process (agreed on a case-by- case basis) Examples of SPF services that may be included in the Business Planning phase: Business Planning Toolbox, including an operational implementation plan and a financial budget model for five years Three days on-site meeting with SPF Five days of meetings with Specialisterne management in Denmark Five days consulting support from SPF Estimated cost for EU countries: 20,000 Estimated time: 3-5 months The business plan is prepared by the local operational partner and supported by SPF SPF travel costs not included Preparation Feasibility study Local Partner Business planning Licence agreement
© Specialist People Foundation All rights reserved. 10 Preparation Feasibility study Local Partner Business planning Licence agreement License fees includes: Signing fee: 25,000 Annual flat support & services fee: 20,000 (Y1 operations+) Revenue-linked royalty fee Licence Agreement License Agreement: The partner commits to the shared values, vision, strategy, knowledge sharing and collaboration within the SPF community. The partner is granted access to the brand, knowledge base, partner network and other resources. SPF commits to assisting the partner with training, support, business development, global marketing, branding and quality control. SPF Knowledge Base summary: Process descriptions for the business consulting and assessment/training areas Human Resource management guidelines Competence Management Model 30+ practical tools, process descriptions and templates, covering the overall business 360.
© Specialist People Foundation All rights reserved. 11 SPF Partnering Principles Specialisterne has seven years experience with our model of employing high-functioning people with ASD We have a deep partnering model – we go all in to help our partners We expect common values as a common ground to start a succesful partnership We have a strong brand to be shared with the right partners Our partner selection process is rigorous
© Specialist People Foundation All rights reserved. 12 SPF Selection of the Local Operating Partner The partner is assessed in areas such as: –current organization and their interest and capacity to integrate and operate a Specialisterne-like business –competences, motivation, vision and values –commercial experience –influence and lobbying force –a proven track record in human resource management Selection of local partner: –The local partner may be a person, a company or an organization. –The partner sets up a Specialisterne for-profit or non-profit entity as per the findings in the Feasibility Study. –The local partner signs the License Agreement.
© Specialist People Foundation All rights reserved. 13 Selected Partner Obligations The local partner signs a partnership agreement with SPF, governing the long-term sustainability of the partnership and the local Specialisterne operation. The partnership agreement vests the responsibility of the Specialisterne operation to the local partner and commits SPF to offer on-going support, training and resources to ensure global marketing, branding and quality control. The local partner commits to running Specialisterne as a social firm with at least 50% of its employees diagnosed with ASD. The local partner also upholds the values of the business - the Dandelion management model - and provides a supportive working environment for employees.
© Specialist People Foundation All rights reserved. 14 Introduction to the Specialisterne Operational Model Operational Concept & Model Assessment Process Business Process Financial Model
© Specialist People Foundation All rights reserved. 15 Assessment and training Specialisterne provides 3-5 months assessment and training, with the mission to assess and develop the personal and professional competences of specialist people* in order to help them excel in the workplace. Assessment may act as an independent unit providing services to external stakeholders, including potential employees to public and private organizations, as well as potential business consultants. Business consulting The Business Unit identifies and solves IT- related tasks that specialist people (the consultants), based on their unique competences, are able to perform better and more efficiently. The mission of The Business Unit is to deliver consulting services based on specialist competences, and to function as a show case for workplaces interested in employing specialist people. *Specialist People are defined as high-functioning people with autism or similar challenges
© Specialist People Foundation All rights reserved. 16 Assessment - Unique Selling Points Specialist People-friendly environment At Specialisterne we consider every single individual as unique. Our working environment embraces differences and takes individual needs into consideration. In-company assessment Assessment is provided in Specialisternes corporate environment and in close cooperation with managers and consultants in the business department. Consultants act as role models for candidates both professionally and socially. Internships The assessment process includes an in-house or external internship period. Internship focuses on developing and strengthening the candidates personal and professional skills, and on improving self-confidence and belief in success.
© Specialist People Foundation All rights reserved. 17 The Assessment Process: Identifying the Talent and the Right Fit
© Specialist People Foundation All rights reserved. 18 Business - Unique Selling Points Passion for Detail - all our services are characterized by the unique competencies of our consultants; –High level of concentration –Perseverance for repetitive actions –Pattern recognition –The ability to spot deviances in data, information and systems –Attention to detail –Process optimisation Specialisterne consultants deliver unique competencies to tasks where house employees are often less skilled and motivated.
© Specialist People Foundation All rights reserved. 19 Software Management; Software Development, Test Specification and Database Optimization Testing/Registration; Software Testing, Quality Control, Data Registration, Embedded Testing, Data Migration Data Logistics; Hardware and Functionality Testing, Data & Service Management, Data Collection, Journalizing & Cataloging Business Services
© Specialist People Foundation All rights reserved. 20 Specialisterne For-profit social enterprise Owned by non-profit Specialist People Foundation Focus on high-functioning people with Autism Spectrum Disorder (ASD) Services Consulting within software management, testing, registration and data logistics Five-month assessment and training program Three-year youth education People 20 people within staff & management roles 35 people with ASD in business consultants roles people (18+ years) with ASD as candidates in assessment program 26 people (16 – 25 years) with ASD as students on 3 year youth education Specialisterne Denmark
© Specialist People Foundation All rights reserved. 21 Specialisterne Business Services
© Specialist People Foundation All rights reserved. 22 TDC is the leading Danish nationwide telecommunication provider Testing of feature and functionality compliance against specs in new phones Testing functionality in new mobile phones for sale in TDC shops Continuous testing to see if mobile phones support old and new TDC services Oticon is a Danish world leader within the hearing aid industry Extract Revision Number from CAD drawings, data conversion Establish data integrity between old manual archives and new ERP system Zero error margin mandatory Customer References Danish IT service provider to the bank and electronic payment industry Testing of bank application for internal use (platform specific) User functional testing of new internet banking applications Testing user friendliness of internet applications The worlds largest mobile phone manufacturer Regular testing of software releases for mobile phones People onsite at Copenhagen R&D center (largest outside Finland) Assistance on improvement of test cases & specifications
© Specialist People Foundation All rights reserved. 23 Customer References: IBM Denmark IBM has a long history of commitment to Diversity - focusing on equal opportunities, eliminating barriers and understanding cultural differences. As a result, when approached by Specialisterne in 2010, IBM quickly expressed its intentions to establish a long-term working relationship with Specialisterne in order to create job opportunities for people with Autism Spectrum Disorders. As we speak, IBM has just hired its first two employees with ASD, with the assistance of Specialisterne. Both jobs will be in the Security Administrations department. In addition, now IBM wants to further discuss how to expand the cooperation, for example by enrolling interns from Specialisterne in various departments.
© Specialist People Foundation All rights reserved. 24 Specialisterne Model - Organisation Structure, Start-up Phase, Year One CEO Assessment Manager Trainer / Assessment Business Manager Personal Manager Finance outsourced Capacity at a time: Six Candidates per Assessment Manager in Assessment Eight Consultants per Business Manager and Personal Manager in Business Capacity per year: 18 candidates (four-month assessment period) Eight consultants Initial Phase (IP): The first year of operation has high entry-to-market cost due to: Building up pipeline and closing of first deals High ratio of Management to Candidates and Consultants Low distribution of fixed costs Start-up fee to SPF The high ratio of management is required to identify and establish market including PR and customers
© Specialist People Foundation All rights reserved. 25 START UP Financial summery Initial Phase (IP) Total subsidies 0 Total variable costs ( ) Total fixed costs ( ) TOTAL COSTS ( ) Total subsidies 0 Total revenue Total fixed costs ( ) Total contribution: ( ) TOTAL COSTS ( ) NET LOSS ( ) Total variable costs: ( ) NET LOSS ASS + BIZ ( ) With 100% salary to consultants AssessmentBusiness NET LOSS ASS + BIZ ( ) With 60% salary to consultants Consultant working hours: Estimated working hours for consultants approx. 80h / month (= 60%).
© Specialist People Foundation All rights reserved. 26 CEO Head of Assessment Two Assessment Managers Trainer Head of Business Two Personal Managers Two Business Managers- (organised as a matrix) Marketing assistant Controller Finance outsourced HR manager Health coach Organisation Structure Operation Phase Capacity at a time: 12 consultants per Business Manager & per Personal Manager Eight candidates per Assessment Manager 10 candidates per Trainer. Total capacity per year: 60 candidates (four months assessment period) 24 consultants Operational phase (OP): The level of cost required to scale the business based on following assumptions SPF fees : Royalty: 2-3% of Business Revenue Annual fee:
© Specialist People Foundation All rights reserved. 27 Business Model - Assessment Cost Drivers – variable costs: Candidates leading to number of Assessment Managers and Trainers Subsidies: Grants from public-specific national project (EU etc.) Grants from private entities Refunds on salary to diagnosed Subsidies from state + local municipalities Cost Drivers – fixed costs - 50 % of overhead: Number of employees and their requirements for facilities Size of management and board of directors Level of administration – all fixed assets leased Level of start up capacity Up front payment on deposits not included in BM National Level of existing assessment. Documentation needs Subsidiary policies Assessment model and competences of ASM Drivers Assumptions Subsidies: This requires a local field study. It includes knowledge of national legalization and specific rules. Variable costs: 10 candidates per Assessment Manager Salary Assessment Man = per month Trainer full time = per month Other, marketing, travel, rep Fixed costs: Management salary = (IP) / (OP) per month Head of Assessment = per month Board of directors = per month Rental cost = per month Finance = per month Total adm. cost = pr month (IP) pr month (OP). Dependencies
© Specialist People Foundation All rights reserved. 28 Background Assumptions (Assessment) Assessment Manager The Assessment Manager can assess up to six candidates in the initial phase and up to 10 in the operational phase. The capacity of the AM is dependant of the state and level of candidates, the requirements to documentation in relation to subsidies and the cooperation with the trainer. The assessment period is between 3 and 5 months. Finance It is suggested that the account function is outsourced due to high level of scalability = variable cost The finance section needs a controller when the business is in its operational phase to run the project economy and to support the CEO on reporting, financials and application of subsidies. It is also the controllers task to analyze socio-social impacts. Trainer The trainer is a person with IT technical background teaching candidates in the assessment period.
© Specialist People Foundation All rights reserved. 29 Business Model - Assessment Total subsidies 0 Business estimate – Initial phase (six candidates at a time) Operational phase (20 candidates at a time) Total variable costs ( ) Total fixed costs ( )Total fixed costs ( ) TOTAL COSTS ( )TOTAL COSTS ( ) Total subsidies 0 Total variable costs ( ) Candidate Salaries In the business case it is assumed that the candidates receive no salary. Variable Assessment Costs The variable cost to assess six candidates is per month and for an Assessment period of four months. Total Assessment Cost The total cost is (IP) 4.191/ (OP) per month per candidate. Equals a total of (IP) and (OP) for an assessment period of four months.
Business Model – Business (BIZ) Cost Drivers – variable costs: Number of consultants Number of consultants per Business Manager Number of consultants per Personal Manager Facilities per consultant Level of existing assessment in the country Subsidiary policies Competences of BIZ Manager, Personal Manager and Business Manager DriversAssumptions Variable costs: 12 consultants per BM 12 consultants per PM Facilities per consultant = 150 per month BM salary = per month PM salary = per month Consultant salary = per month Dependencies Revenue: Number of consultants Number of consultants per PM Number of consultants per BM Hourly fee based on complexity of assignment: Data logistic Testing & registration Software Management Project fee = fixed fee Chargeability rates Revenue: Software Man: 110/h -0% (IP) / 10% (OP) of revenue Test & Reg.: 70/h – 40% (IP) / 35% (OP) of revenue Data Log.: 45/h – 60% (IP) / 55% (OP) of revenue Project = fixed price negotiated BM = 150/h Chargeability: Consultants: 70% (80h / month) Business Manager: 50% (130h / month) Subsidies: Grants from public-specific national project (EU etc.) Grants from private entities Refunds on salary to diagnosed Subsidies from state + local municipalities Subsidies: This requires a local field study. It includes knowledge of national legalization and specific rules. Cost Drivers – fixed costs - 50 % of overhead: Number of employees and their requirements for facilities Size of management and board of directors Level of administration – all fixed assets leased Up-front payment on deposits not included in BM Fixed costs: Management salary = per month Head of Business = per month Board of directors = per month Rental cost = per month Finance = per month Fitness Coach = per month Total adm. cost = pr month (IP) pr month (OP) © Specialist People Foundation All rights reserved. 30
Background Assumptions (BIZ) Business Manager BM acts as a consultant on normal consultant conditions. The level of the BM is comparable to Manager level in a traditional consultancy operation. The tasks are: BM can scope mid- and high end tasks Scoping and describing the job Instruction of consultants Responsible for job economy Sales for existing customers Production Finance We suggest that the account function is outsourced due to high level of scalability = variable cost The finance section needs a controller when the business is in its operational phase to run the project economy and to support the CEO on reporting, financials and application of subsidies. It is also the controllers task to analyze socio-social impacts. Internal Projects and Absence The chargeability of consultants is 70%. This leaves some time for internal projects scoped by PM or other in SPE and may be considered as work training and utilization of available resources between assignments. Therefore it is important that consultants are also assigned on internal projects where they can use their creativity and spare time between assignments. Due to their diagnosis, consultants often have a higher percentage of absence. Health and Psychological Assistance No costs included for resources within medical care, psychological assistance or psychiatrist assistance. Consultants in the Initial phase It is assumed that there are no consultants in Q1 and Q2. In Q3 and Q4 it is assumed that 12 consultants are hired. Discount No discount is included in the BM although it might be advisable as an introduction to market. Personal Manager PM does not act as a consultant on normal consultant conditions. The PM supports the consultants with schedules and helps them within their working situations. The PM has a pedagogical background and may also have a technical background. The tasks are: PM can scope low and mid- end tasks Responsible for the consultants comfort Health Coach The Health coach initiates sports, exercise and provides advice to candidates and consultants about diet. © Specialist People Foundation All rights reserved. 31
Dependencies in the Business Model (BIZ) Level of complexity of tasks Chargeability of BIZ Managers Number of Consultants per BIZ Manager Total Average fee per hour Contribution rate High LowHigh Low HighLow The profitability of this business is dependant on the level of complexity of tasks that consultants can handle. Due to several dependencies in the Business Model © Specialist People Foundation All rights reserved. 32
Business Model – Business (BIZ) Total subsidies 0 Total revenue Total fixed costs ( ) Total contribution: Total fixed costs ( ) Total contribution: ( ) Business estimate – Initial phase (8 consultants ) Operational phase (24 consultants) Total revenue TOTAL COSTS ( ) NET LOSS ( ) TOTAL COSTS ( ) NET LOSS ( ) Subsidies: With no subsidies breakeven in BIZ is at approx. 70 consultants with full salary. Paid per hour (approx. 60% salary) the breakeven point in BIZ is at approx. 26 consultant. Total variable costs: ( ) Total variable costs: ( ) NET LOSS ASS + BIZ ( )NET LOSS ASS + BIZ ( ) Harvest from Assessment It is assumed that four to six candidates are potential recruits for BIZ as consultants in IP. © Specialist People Foundation All rights reserved. 33
Business Model – Key Performance Indicators Initial phaseOperational phase 12 candidates / 10 consultants after 6 months 20 candidates / 24 consultants Chargeable hours (all) per month Average fee / hour (all) Net contribution per consultant per month (loss) (1.289) 339 Total contribution per BM per month Consultant working hours: Estimated working hours for consultants approx. 80h / month (= 60%). At estimated average fee rate for consultants this is the absolute minimum number of hours for reaching positive contribution. © Specialist People Foundation All rights reserved. 34
© Specialist People Foundation All rights reserved. 35 Specialist People Foundation Value Proposition, Deliverables and License Model
© Specialist People Foundation All rights reserved. 36 Value Proposition – Why Specialisterne ?
© Specialist People Foundation All rights reserved. 37 Value proposition – Why Specialisterne ? 1/3 Value PropositionDetailsBenefit to licensees Strong Brand Specialisterne is recognized as the most successful social enterprise worldwide within the field of autism The Specialisterne brand is recognized around the world as the first-mover regarding employment models of people with autism Widespread media coverage promotes immediate and positive recognition Instant credibility - brand-name positions Specialisterne-licensees as members of a global movement to improve the lives of people with autism spectrum disorders Proven Concept Profitable businesses Customer references Fundraising track-record and references tailwind in fundraising and business development
© Specialist People Foundation All rights reserved. 38 Value proposition – Why Specialisterne ? 2/3 Value PropositionDetailsBenefit to licensees Partners Pro-bono partners within legal, finance, strategy, accounting… Growing number of international corporate clients Local presence through Ashoka, Lions Club and The World Autism Association Participant in The European Commission social innovation activities Access to a strong network of supporters Early access to committed business partners and clients Broad Access to Global Ashoka Network Ashoka is the worlds largest social entrepreneur network Thorkil Sonne with Specialisterne is an Ashoka Globalizer The Ashoka Localizer model and Support Network is available to Specialisterne partners Support from the best and most experienced local and global social entrepreneurs Access to key influencers Pro-bono support
© Specialist People Foundation All rights reserved. 39 Value Proposition – Why Specialisterne ? 3/3 Value PropositionDetailsBenefit to licensees Strong Planning Framework Detailed Feasibility Study model Business Planning templates Advisory and support Proven pragmatic yet structured and diligent process Specialisterne-in-a- box IT Platform Web site template Intranet site template Google Apps + site Hosting Easy localization and adaptation Inexpensive set-up Professional look & feel Access to Best Practices Knowledge sharing with Specialisterne community Knowledge Base with over 30 key process descriptions, HR tools, templates Support of all critical business & HR elements and functions Visual Identity Right to use Dandelion and Specialisterne logos in the course of business Complete Corporate Visual Identity Manual, including logo, layout for business card, folders, communications tools incl. Documents, Presentations etc. Professional Corporate Identity Out-of-the-box
© Specialist People Foundation All rights reserved. 40 Specialist People Foundation Deliverables
© Specialist People Foundation All rights reserved. 41 Knowledge Base, Tools and Templates Process descriptions & templates for day-to-day operations –Business consulting –Assessment/training Human Resource management guidelines Competence management model 30+ practical tools and templates
© Specialist People Foundation All rights reserved. 42 Human Resource Platform Specialisterne Competence model Employee handbook Specialisterne Physical and Psychological working environment Job descriptions and profile for management and administration team
© Specialist People Foundation All rights reserved. 43 Included in the Assessment Package Description of the assessment and training process Around 30 exercises, assessment tools and templates –Pre entry assessment –Initial assessment –Baseline assessment –Formative assessment –Summative assessment
© Specialist People Foundation All rights reserved. 44 IT Platform Access to Specialisterne Google cloud, including –mail accounts, –access to knowledge database and server –Google will charge Partner a fee of 360 DKK (50 Euro) per user per year for account services Two website templates, including –design, colors and settings, which will be the same for all Specialisterne. –The partner need only focus on text, photos and information. –SPF may host the sites if the partner prefers; a monthly hosting fee of 390 DKK invoiced to Partner.
© Specialist People Foundation All rights reserved. 45 Communications Platform Marketing web site, includes –Joint landing page which will be the same for all Specialisterne globally –local Specialisterne Front page + Text pages. –SPF will deliver standard web page templates in English and a localized newsletter function. –All the text, photos, films, widgets and content in the front page and text pages will operated by licensee locally, formatted in word press locally as desired. A partner-specific intranet specific … and Knowledge Base access, of course
© Specialist People Foundation All rights reserved. 46 SPF Knowledge Base (6 July 2011) 1/5 HR documents Specialisterne - Employee handbook final.doc Template for Employee handbook. Note, needs to be adjusted and localized. Specialisterne_Physical and psychological working environment.doc Guide and recommendation for environmental and physical working environment Specialisterne Competencemodel.pdfCompetence model to be used in HR, Assessment and Business departments. Assessment Manager.docJob, profile and competences description Business Manager.docJob, profile and competences description CEO.docJob, profile and competences description Head of Ass..docJob, profile and competences description Head of Bus..docJob, profile and competences description HR Manager.docJob, profile and competences description Personal Manager.docJob, profile and competences description Trainer.docJob, profile and competences description
© Specialist People Foundation All rights reserved. 47 SPF Knowledge Base (6 July 2011) 2/5 Assessment documents – part 1 Assessment Process.docDescription of Assessment Process Application Form.docStandard application form Baseline Report.docTo be used in the end of baseline assessment Business Profile.docTemplate for Business Profiling f. summative ass. CV Resume.docTemplate for CV Dialogue Guide.docTo be used during the structured dialogue sessions Individual Interview Guide.docTo be used during the individual interview Individual Learning Plan.docTo be developed during the structured dialogue and used through the formative assessment Internship Contract.docTo be used for external internship Invitation for Individual Interview.docTemplate for invitation to the individual interview IT Competence Baseline Exercise.docTo assess the IT, e-competences in the baseline assessment IT Competence Summative Exercise.docTo re-asses the IT, e-competences in the summative assessment Learning Agreement Template.docTo be signed by the candidate during introduction. Lego Mindstorm.docExercise guidelines Personal Development Plan.docto be developed in the summative assessment Profile and Evaluation Template.docTo be used during the structured dialogue
© Specialist People Foundation All rights reserved. 48 SPF Knowledge Base (6 July 2011) 3/5 Assessment documents – part 2 Specialisterne Competence Model.docUpdated version - New changes made in the consultant section, marked with yellow. Teaching framework.docIncluding Scheme of Work and Session Plan, to be used for IT training Welcome folder.docFolder with practical information. Given to the candidate in the introduction week. Welcome letter.docTemplate for letter to be sent to the candidate when starting the Assessment process. Workplace Questionnaire.docTo be used in the introduction week Data Management - Blank spreadsheet.xlsx Exercise tool Data Management Exercise.docxExercise guidelines Data Management Solutions.xlsxExercise solution Data Management Spreadsheet.xlsxExercise tool Food House exercise.docExercise guidelines Food House Solutions.xlsExercise solution Learning Styles Assessment.docTo be used in the competence assessment week Learning Style Test.xlsxTo be used in the competence assessment week
© Specialist People Foundation All rights reserved. 49 SPF Knowledge Base (6 July 2011) 4/5 Business documents Business process.docDescription of the business process Personal toolbox.docDescription of the different tools and methods used by the Personal Manager in their support to the consultants. Template Customer contract.docFormal contract for services sign with customers. Note! Local legal adjustments is needed. Template Customer evaluation.docA questionnaire used in discussion with the customer to receive feedback on the consultant s performance and cooperation. Template Customer Satisfaction Survey.docA questionnaire used to ensure feedback and improve customer relationship Template CV for Consultans.docTemplate for set up of CV Template Performance evaluation.docA questionnaire for managers to be used to give the individual consultant feedback in relation to a specific tasks/project. Template Self evaluation.docA questionnaire used by the consultant to evaluate and learn from the finalised project/task. Template Standard presentation.pptSpecialisterne Standard presentation to be used and customized for individual customers
© Specialist People Foundation All rights reserved. 50 SPF Knowledge Base (6 July 2011) 5/5 Finance documents Budgetmodel.xlsBudget template, with assumptions and KPI. Sp Financialmodel.pptfinancial model for start up phase and operation Communication documents Businesscard Folder.zipBusiness card – Specialisterne letter.dotxTemplate for formal letter Power Point.potTemplate for Power Point presentation Power Point Simpel.potxTemplate for Power Point presentation - simple SpCVI.pdfCode to open the document. spcvi specialisterne mail sign.jpgMail signature SpecLogo.zipSpecialisterne Logo splogo.JPGSpecialisterne simple logo temp5.jpgDesign template Passion for Details WordDoc1.dotxTemplate for normal documents
© Specialist People Foundation All rights reserved. 1 Turning Disability into Specialist Abilities - the Specialisterne Case Dublin March
UMC for Consulting & Services. UMC UMC for Consulting & Services UMC Profile UMC Profile UMC Range of Consulting Services UMC Range of Consulting Services.
© Specialist People Foundation All rights reserved. 1 Licensing social business – the Specialisterne case UNDP Lublin Poland 6th October 2011 Thorkil.
The Road to Community Impact: New Answers to Old Questions.
Page 1 BUILDING A SUCCESSFUL CONSULTING PRACTICE Amy Holloway, Chief Sherpa Avalanche Consulting February 22, 2012.
Chapter 5 Transfer of Training Copyright © 2010 by the McGraw-Hill Companies, Inc. All rights reserved. McGraw-Hill/Irwin.
1 Nia Sutton Becta Total Cost of Ownership of ICT in schools.
Cost-Volume-Profit Relationships Chapter LEARNING OBJECTIVES 1.Explain how changes in activity affect contribution margin. 2.Compute the contribution.
Strategic Financial Management 9 February 2012 Jacqueline Williams AAA Consultancy Services Ltd 1.
1 Career Pathways for All Students PreK-14 2 Compiled by Sue Updegraff Keystone AEA Information from –Iowa Career Pathways –Iowa School-to-Work –Iowa.
Plan My Care Brokerage Training Working in partnership with Improvement and Efficiency South East.
1 DPAS II Process and Procedures for Teachers and Specialists Developed by: Delaware Department of Education.
By CA. Pankaj Deshpande B.Com, FCA, D.I.S.A. (ICA) 1.
© 2011 South-Western | Cengage Learning Global Entrepreneurship and Small Business Management Entrepreneurial Enterprises The Business Plan.
WORKING FOR A WELLNESS TOOLKIT In collaboration with the ParTNers for Health Wellness Program HEALTHIER TENNESSEE.
© Specialisterne All rights reserved. 1 SPECIALISTERNE Innovative Employment Opportunities for People with Autism.
7/16/08 1 New Mexico’s Indicator-based Information System for Public Health Data (NM-IBIS) Community Health Assessment Training July 16, 2008.
Southern Regional Education Board 1 Preparing Students for Success in High School.
1 Phase III: Planning Action Developing Improvement Plans.
1 Strategic Meetings Management 101 Lynda Garvey. SMMC Strategic Meetings Consultant.
Growth Accelerator introduction Martin Parry – Growth Coach Coventry & Warwickshire October 2013.
DaZee Hotels (Management & Allied Services). Mission Statement Dazee Hotels is committed to exceptional value in hotel management offering an unprecedented.
Guide to Patient & Family Engagement Insert hospital logo here Working With Patient and Family Advisors: Part 1. Introduction and Overview [Hospital Name.
© 2010 The McGraw-Hill Companies, Inc. Activity-Based Costing: A Tool to Aid Decision Making Chapter 8.
Module N° 4ICAO State Safety Programme (SSP) Implementation Course 1 Module N° 4 – ICAO SSP framework Revision N° 5ICAO State Safety Programme (SSP) Implementation.
Acme Corporation Technology Strategy Review Meeting 12/03/2013.
Fundamentals of Cost Analysis for Decision Making Chapter 4 Acc
Convenient services to realize your ideas Partnership Outsourcing for Your Profit and Convenience.
McGraw-Hill/Irwin Copyright © 2007 by The McGraw-Hill Companies, Inc. All rights reserved. 5 Capacity Planning For Products and Services.
Duke Performance Management Overview Spring 2005 U N I V E R S I T Y PAY & PERFORMANCE PROGRAM.
©2003 Prentice Hall Business Publishing, Cost Accounting 11/e, Horngren/Datar/Foster Job Order Costing Chapter 4.
1 Project Cycle Management and Statistics Module 5.
European Commission - Directorate General for Agriculture and Rural Development EU rural development policy Axis 1 DG AGRI, October 2005.
8-1. Business in a Changing World McGraw-Hill/Irwin Copyright © 2009 by the McGraw-Hill Companies, Inc. All rights reserved. Chapter 8 Organization, Teamwork,
1. Bryan Dreiling Main Contact for Three Year Plans
© 2010 The McGraw-Hill Companies, Inc. Flexible Budgets and Performance Analysis Chapter 10.
Career Services Center at Bloss College Emil Cunningham CSC Director.
CRM ( Customer Relationship Management) An Application For iSeries 400 DMAS from Copyright I/O International, 2003, 2010 Skip Intro.
Symantec 2010 Windows 7 Migration Global Results.
V WFN41 Employee & Manager Self Service Overview EMPLOYEE EMPOWERMENT THROUGH TECHNOLOGY.
2 - 1 ©2002 Prentice Hall Business Publishing, Introduction to Management Accounting 12/e, Horngren/Sundem/Stratton Chapter 2 Introduction to Cost Behavior.
Chapter 8 - slide 1 Copyright © 2009 Pearson Education, Inc. Publishing as Prentice Hall Chapter Eight Products, Services, and Brands Building Customer.
14% of the exam 24 questions 1 Carol Pattyn 6/18/13.
CHAPTER 5 ENTREPRENEURSHIP. Rewards and Challenges of Entrepreneurship An entrepreneur is a person who recognizes a business opportunity and organizes,
The Implementation Structure DG AGRI, October 2005 EU Rural Development.
Welcome. © 2008 ADP, Inc. 2 Overview A Look at the Web Site Question and Answer Session Agenda.
1 12 Implementing Strategy in Companies That Compete in a Single Industry.
1 2 Analyzing Transactions The T account has a title. The T Account Title 1.
Illinois Department of Children and Family Services, Pathways to Strengthening and Supporting Families Program April 15, 2010 Division of Service Support,
Survey Internal Communication trends in the Italian banking sector Mario Spatafora Simone DellOrto Milan, September 2002.
© 2017 SlidePlayer.com Inc. All rights reserved.