Leadership Management Academy 201-202: Rising Through the Management Ranks 2017

 

Overview:

Why Should You Attend?

By attending, you will take advantage of a great opportunity to advance as a manager to the next level!

Too often, we focus on getting things done and results and miss working on our self-development. Let’s face it: this is how we get paid yet this is also how we keep falling behind when it comes to our careers. It’s time to get ahead! Don’t miss an opportunity to advance as a manager again!

We’ll take you through peer discussions addressing leading and managing, integrating finance and quality, managing your time effectively, managing performance and managing up.

Join us as we help you report back to your manager that “I’m ready to take the next step in advancing my management career!”

 

Why should you attend :

By attending, you will understand how to even more effectively:

  • Lead and manage
  • Integrate finance and quality in your organization
  • Manage your time, including prioritizing
  • Manage performance
  • Understand behavioral styles, so you can manage more effectively
  • Handle performance conversations, especially difficult conversations
  • Coach with purpose and focus
  • Manage to Action Plans, both by your team members and yourself
  • Build teams
  • Integrate performance improvement and quality improvement
  • Manage your manager, manage up

Are you concerned about getting ahead, taking the next step in your management career, yet you never seem to have the time?

Would you like to get a better handle on those difficult “performance conversations” you have to have?

Would it make a difference if you could coach more effectively with purpose and focus?

Would you like to improve your management skills to the point where everyone on your team is taking action to achieve results every day?

If you answered “yes” to any of these questions, then come laugh, listen and learn as Chris DeVany leads us all through these important topics, key questions and answers we all need to be able to address effectively to improve our team members’ and team’s performance, all of which helps us manage even more affectively and rise up the corporate ladder!

Areas Covered in the Session:

Leading and Managing

    • Coping with new roles as leaders
    • The differences between leading and managing
    • Leading effectively – best practices
    • Managing effectively – best practices

Integrating Finance and Quality in Our Organization

    • Quality Management
      • How are we managing quality in our organization?
      • Best practices
      • Improving quality and quality management
    • Quality and Cost – Drive down labor and supply costs while improving the quality of products and service provided
    • Management Integration – Find the right structure, align incentives, and engage managers in business and process improvements.
    • Revenue Cycle – Implement the cultural, process, technology, and talent strategies that will get better results with limited resources.
    • Budgeting — Planning, Implementing and Evaluating

Managing Time Effectively / Prioritizing

    • How we can be more efficient and effective
    • Determining priorities and focusing on the important (time management/delegation)
    • LEM goals
    • Managing increasingly multiple priorities and working relationships

Managing Performance

    • Understanding Behavior, Managing Performance Within a Behavioral Context
      • Behavioral styles – how can we quantify behavior interactions with customers and with co-workers
      • Evaluating behavior
        • Understanding behavioral tendencies (DiSC – Dominant, Influencing, Steady and Cautious) and addressing when reviewing performance
    • Performance Conversations, Difficult Conversations
    • How to have those conversations with employees (crucial performance conversations)
    • Coaching and mentoring – especially with those who are under-performing
      • Why might people not be performing well – understanding and addressing
      • Integrating coaching with performance conversations.
    • Action Planning
    • Follow-up to those conversations
      • Monitoring the Action Plan
      • Modeling the behavior we expect
      • Monitoring and reviewing of Action Plans
    • Performance Reviews
      • Working with HR for conducting performance reviews objectively
      • Managing and implementing Professional Development Plans (PDPs)
      • The importance of documenting performance
      • Letting someone go legally and professionally while protecting yourself at the same time
    • Integrating Performance Improvement and Quality Improvement
      • Taking this to the next level – follow-through – continuing that improvement
    • Team-Building
      • Keeping the environment positive while effectively managing performance
      • Supporting employee morale and job satisfaction – tips and techniques we can use
      • Building/sustaining a cohesive team – accountability
  • Managing Up
    • Managing your manager
    • Dealing with senior management
    • Managing new and evolving working relationships – how do you push back without pushing back
    • Persuasion influencing, (up) and negotiating up

 

Who will benefit:

  • CEO
  • Senior Vice President
  • Vice President
  • Executive Director
  • Managing Director
  • Regional Vice President
  • Area Supervisor
  • Manager

 

 

 

Agenda:

Lecture 1: Leading and Managing

Lecture 2: Integrating Finance and Quality – Part 1

Lecture 3: Integrating Finance and Quality – Part 2

Lecture 4: Managing Time Effectively – Part 1

 

Day 2 Schedule

Lecture 1: Managing Time Effectively – Part 2

Lecture 2: Managing Performance – Part 1

Lecture 3: Managing Performance – Part 2

Lecture 4: Managing Your Manager, Managing Up

 

 

Speaker:

Chris DeVany,

Founder and President, Pinnacle Performance Improvement Worldwide,

Chris DeVany is the founder and president of Pinnacle Performance Improvement Worldwide, a firm which focuses on management and organization development. Pinnacle’s clients include global organizations such as Visa International, Cadence Design Systems, Coca Cola, Sprint, Microsoft, Aviva Insurance, Schlumberger and over 500 other organizations in 22 countries. He also has consulted to government agencies from the United States, the Royal Government of Saudi Arabia, Canada, Cayman Islands and the United Kingdom.

He has published numerous articles in the fields of surviving mergers and acquisitions, surviving change, project management, management, sales, team-building, leadership, ethics, customer service, diversity and work-life balance, in publications ranging from ASTD/Performance In Practice to Customer Service Management. His book, “90 Days to a High-Performance Team“, published by McGraw Hill and often accompanied by in-person, facilitated instruction, has helped and continues to help thousands of executives, managers and team leaders improve performance.

He has appeared hundreds of times on radio and television interview programs to discuss mergers and acquisitions (how to manage and survive them), project management, sales, customer service, effective workplace communication, management, handling rapid personal and organizational change and other topical business issues. He has served or is currently serving as a board member of the International Association of Facilitators, Sales and Marketing Executives International, American Management Association, American Society of Training and Development, Institute of Management Consultants, American Society of Association Executives, Meeting Professionals International and National Speakers Association. Chris is an award-winning Toastmaster’s International Competition speaker. He recently participated in the Fortune 500 Annual Management Forum as a speaker, panelist and seminar leader.

Chris has distinguished himself professionally by serving multiple corporations as manager and trainer of sales, operations, project management, IT, customer service and marketing professionals. Included among those business leaders are Prudential Insurance, Sprint, BayBank (now part of Bank of America), US Health Care and Marriott Corporation. He has assisted these organizations in mergers and acquisitions, facilitating post-merger and acquisition integration, developing project management, sales, customer service and marketing strategies, organizing inbound and outbound call center programs, training and development of management and new hires, and fostering corporate growth through creative change and innovation initiatives.

Chris holds degrees in management studies and organizational behavior from Boston University. He has traveled to 22 countries and 47 states in the course of his career.

 

 

Location: Raleigh, NC Date: April 27th & 28th, 2017 and Time: 8:30 AM to 5:30 PM

 

 

Venue: Courtyard Raleigh-Durham Airport

Address:  Courtyard Raleigh-Durham Airport   2001 Hospitality Ct, Morrisville, NC 27560, United States

 

Price:

 

Register now and save $200. (Early Bird)

 

Price: $1,195.00 (Seminar Fee for One Delegate)

 

Until March 15, Early Bird Price: $1,195.00 From March 16 to April 25, Regular Price: $1,395.00

 

Register for 5 attendees   Price: $3,585.00 $5,975.00 You Save: $2,390.00 (40%)*

 

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Email: support@globalcompliancepanel.com

Website: http://www.globalcompliancepanel.com

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GlobalCompliancePanel announces Seasonal offers for Professionals with Flat 50% OFF on all Seminars

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Do celebrations need a cause and a reason? Yes, and GlobalCompliancePanel, a leading provider of professional trainings for the regulatory compliance areas, is having a solid cause and reason for doing so. It is celebrating the many years of its relationship with its customers spread all over the world by offering its trainings at a massive 50% discount!

Yes, that is right. GlobalCompliancePanel’s seminars will be available for a huge 50% discount till April 30. Regulatory professionals who want to augment their knowledge of regulatory compliance can now do so by paying just half the price of these trainings from GlobalCompliancePanel. All that is needed to do walk away with a rare offer such as this is to visit https://www.globalcompliancepanel.com/seminar?wordpress_SEO and use MGCP50 Promo Code.

This offer is valid till April 30, 2017. Regulatory professionals who want to take any of GlobalCompliancePanel’s trainings can book their trainings for an area of their interest by this date. From April 1 onwards, this offer will cease, meaning that the original price will apply from then.

So, why is GlobalCompliancePanel offering this discount? It is for a simple, but profound reason: It wants to thank its huge customer base for the support they have been extending to this company over the many years for which it has been in business. During the course of the 10 years for which GlobalCompliancePanel has been in business, it has trained thousands of regulatory compliance professionals from around the world.

These professionals, belonging to such varied geographies as the US and Japan and India and Canada, have been able to meet their regulatory compliance challenges on account of these trainings. These trainings are relevant, focused and valuable, and are from some of the best known regulatory compliance Experts found anywhere on this planet.

It is these trainings that have been hoping these professionals in the regulatory compliance arena gain more insights into regulations from the FDA, the EMA and other such bodies around the world. These trainings have been consistently helping them to meet these challenges, as they give them a better and sharper understanding of the implementing these requirements.

These regulatory requirements can pose hurdles to the most experienced and brightest of regulatory compliance professionals in the medical devices, pharmaceutical, life sciences and food and biologicals areas, but not to those who undertake professional trainings from GlobalCompliancePanel. GlobalCompliancePanel’s panel of experts is here to help them overcome these challenges and hurdles.

This trend has been being witnessed from the time GlobalCompliancePanel entered the line of professional trainings. Any wonder then, that no fewer than 50,000 professionals have benefited from these trainings? What could be a better way of thanking such a huge base of customers than with this offer? GlobalCompliancePanel believes that a celebration should also be useful, and this is that this offer is!

Hurry up and enroll today. Happy learning!

 

 

Advanced human resources and employment law

Advanced human resources laws are in the offing, following the swearing in of the new President in the US. The new administration is expected to bring about a number of changes. With the firm accent of the new administration on curbing immigrant workforce, changes that could impact organizations in a number of ways can be expected to take place over the new few months.

Human resources will be the area in which these changes will strongly impact. Carrying out these changes requires making changes into employment laws. Advanced human resources and employment law will need to be implemented, because as a result of these changes into employment laws, uncertainties are expected to creep in in a number of areas of human resources. The new president has made no secret of his intentions to protect small businesses. Although not everything is clear at this stage yet, there is no doubt that changes are sure to come in.

The EEOC’s record monetary damages

While changes are to be expected of any new administration that takes charge, another existent factor could also fuel the need for grasping and implementing advanced human resources and employment law:

Employment lawsuits continue to be on the rise. In 2016, the Equal Employment Opportunity Commission (EEOC) reached the highest collection in monetary damages in its history, touching over $370 million. The EEOC has also been reporting a consistently high, record number of claims being filed by employers in the last three years.

Result of lack of understanding of advanced human resources and employment law

Employers who are not properly equipped for workplace issues and are lacking in the knowledge of advanced human resources and employment law are in greater trouble, as they could face any of these as a result:

o  Discrimination suits

o  Morale issues

o  Litigation

o  Lawyer fees

o  Employee turnover

o  Unplanned expenses

o  Settlements

o  Possible negative community image.

Thorough knowledge of advanced human resources and employment law

Any organization that wants to avoid any of these scenarios needs to have thorough and proper knowledge of advanced human resources and employment law. A two-day seminar on advanced human resources and employment law is being organized by GlobalCompliancePanel, a leading provider of professional trainings for the areas of regulatory compliance, to help companies prepare for the new administration, to maintain employment law compliance, as well as help avoid litigation.

The Director of this seminar is Vanessa G. Nelson, founder and President of award-winning Expert Human Resources. Vanessa has successfully saved businesses hundreds of thousands of dollars, streamlined multiple processes, and helped develop work teams.

Professionals whose work gets affected by employment laws, such as CEO, COO, Directors, Business Owners, HR Representatives, Managers, and Supervisors can derive the full benefit of Vanessa’s rich and varied experience by enrolling for this seminar. Registration for this event can be made at http://www.globalcompliancepanel.com/control/globalseminars/~product_id=900896?Wordpress_SEO.

To avoid the high cost of employment lawsuits

No matter whether it is in a medium sized company or a large corporation that an HR professional works; the knowledge of advanced human resources and employment law and HR practices is essential to make the business successful. This is because these professionals come across a strikingly large and varied number of employment laws/issues that they have to be aware of.

Over the two days of this seminar, Vanessa will explain to participants the ways by which to deal with confusing human resource situations and how to apply employment laws correctly. She will offer clarity on the many advanced human resources and employment laws.

Other heavy costs of noncompliance with advanced human resources and employment law

The importance of this learning can be ascertained from the fact that the average lawsuit is $165,000, excluding lawyer fees. Employers may have to shell out an additional million dollars or more for a case that goes to trial. Not only is the cost of litigation damagingly high; there is a bigger cost attached to noncompliance, which results from lack of knowledge of advanced human resources and employment law: A jail term.

All these make the knowledge of advanced human resources and employment law all the more necessary. Attendance at this seminar will be valuable in helping gain the critical understanding needed of advanced human resources and employment law.

http://www.mondaq.com/unitedstates/x/554098/employee+rights+labour+relations/Labor+And+Employment+Law+Under+The+Trump+Administration+A+Brief+Overview+For+Colorado+Employers

https://www.skadden.com/insights/trump-expected-to-alter-labor-laws-policies

Article on FDA 21 CFR Part 11 Compliance

FDA-regulated industries electronic signatures and other records are considered authentic. From 2007, a strong body of opinion has emerged challenging the stringency of these requirements, but nothing major has been diluted from these.

The regulations under FDA 21 CFR Part 11 Compliance set out criteria that the Food and Drug Agency (FDA) considers in order to deem electronic signatures authentic. The electronic records, electronic signatures, and handwritten signatures executed to electronic records of several FDA 21 CFR Part 11 Compliance sets out benchmarks by which FDA-regulated industries have to be compliant with the standards set out in FDA 21 CFR Part 11 Compliance to prove that these are authentic, safe and trustworthy. The operative factor is that the FDA has to consider these signatures as being on par with those done on paper.

Which industries are included in FDA 21 CFR Part 11 Compliance?

FDA 21 CFR Part 11 Compliance applies to nearly all FDA-regulated industries, including but not restricted to:

  • Medical device manufacturers
  • Drug makers
  • CROs
  • Biotech companies, and
  • Biologics developers

The Aim of FDA 21 CFR Part 11 Compliance

The aim of FDA 21 CFR Part 11 Compliance is to ensure that specified FDA-regulated industries such as those mentioned above (with specific exceptions) implement controls -which could include audits, audit trails, documentation, system validations, and electronic signatures -for software and systems involved in processing electronic data that are:

  • Required to be maintained by the FDA predicate rules or
  • Used to demonstrate compliance to a predicate rule. The FDA describes a predicate rule as any requirement set forth in the Federal Food, Drug and Cosmetic Act, the Public Health Service Act, or any FDA regulation other than Part 11. FDA 21 CFR Part 11 Compliance also applies to submissions made to the FDA in electronic format, such as a new drug application.

Which industries are exempt from FDA 21 CFR Part 11 Compliance?

Interestingly, exceptions are allowed within the same industry, based on the format of filing. For example, while FDA 21 CFR Part 11 Compliance applies to submissions made to the FDA in electronic format; it does not apply to a paper submission for the same made in electronic format, such as fax.

Also, FDA 21 CFR Part 11 compliance is not required for record retention for trace backs by food manufacturers. Similar to the logic used in the mode of filing as noted above; most food manufacturers are not otherwise explicitly required to keep detailed records, but when organizations keep electronic documentation for HACCP and similar requirements; this documentation must meet these requirements.

Learn more on this topic by visiting : http://www.globalcompliancepanel.com/control/globalseminars/~product_id=900774SEMINAR?linkedin-SEO

Preparing premarket submissions that win regulatory approval

Preparing premarket submissions that win regulatory approval is a complex task, even for the most seasoned professional in the medical devices industry. This is because of the highly stringent nature of the regulatory approval pathways, namely the Premarket Approval (PMA) process and FDA regulatory 510(k) clearance.

What makes preparing premarket submissions that win regulatory approval challenging? It is the fact, acknowledged by the FDA itself, that the PMA is the most stringent type of device marketing application required by the FDA. The PMA should be secured from the FDA before the company markets the medical device. The FDA gives its approval of the PMA for a Class II medical device only after it determines that all the elements necessary for assuring that the application has enough scientific confirmation that it is safe and effective for the intended uses it is going to be put to. Preparing premarket submissions thus is an onerous task by any stretch of imagination.

Another element of preparing premarket submissions that win regulatory approval

Another aspect of preparing premarket submissions is the 510 (k). The 510 (k) is essentially a kind of premarket submission that is made to the FDA to show that the device that a manufacturer intends to market is at least as effective and safe as a legally marketed device of its equivalence, already in the market, that is not subject to PMA. The FDA calls this principle the substantial equivalency (SE) and the device that is used as the reference for equivalence, the predicate device. The requirements governing SE are contained in 21 CFR 807.92(a) (3).

On top of all these, regulatory professionals have the responsibility of creating preparing premarket submissions that should not only convincingly demonstrate the ways of stating and explaining regulatory arguments for their device to the U.S. FDA reviewer for getting the approval; they should also be presentable and well-organized, without being cluttered or confusing.

Professional trainings for preparing premarket submissions that win regulatory approval

Given all these, it goes without saying that a completely thorough understanding and knowledge of the relevant U.S. FDA laws, regulations and requirements is absolutely necessary for regulatory professionals. This in-depth understanding can be had only from thorough training, which is indispensable if the medical device company is to win a clearance or approval.

The ways by which to do this is the core learning a two-day seminar from GlobalCompliancePanel, a leading provider of professional trainings for the regulatory compliance areas, will impart. The Director of this seminar is Subhash Patel, a very senior regulatory professional and founder of New Jersey-based MD Reg Consulting LLC, which serves medical device industry clients in all aspects of global regulatory affairs specific to their needs.

To enroll for this highly valuable training session on how to successfully prepare 510(k)/Pre-IDE/IDE and PMA premarket submissions that secure clearances and approvals from the FDA, please register for this seminar by visiting http://www.globalcompliancepanel.com/control/globalseminars/~product_id=900776SEMINAR?wordpress-SEO .  This seminar has been pre-approved by RAPS as eligible for up to 12 credits towards a participant’s RAC recertification upon full completion.

The grasp needed for preparing premarket submission that win regulatory approval

At this seminar, Patel will demonstrate the grasp that regulatory professionals in the medical devices industry need for working with the FDA officials during the review and approval process of their submission. He will offer a complete understanding of the major aspects of FDA premarket submissions.

While knowledge of the regulatory process is one thing; medical device companies also need to know how to set and state regulatory arguments for their device in a most convincing manner to the FDA reviewer. This knowledge will be part of this course. In the process of explaining how to prepare premarket submissions that win regulatory approval; Patel will also offer tips and suggestions to participants on how to work effectively with the U.S. FDA officials during review and approval process of their submission.

During the course of these two days, Patel will cover the following core elements of how to prepare premarket submissions. He will explain the following:

o  History and background of U.S FDA Laws and Regulations

o  Classify Your Device

o  Choose the Correct Premarket Submission for your device

o  Compile the Appropriate Information for your Premarket Submission

o  Author and Prepare your Premarket Submission

o  Submit your Premarket Submission to the FDA

o  Interact with FDA Staff during Review and Approval

o  Complete the Establishment Registration and Device Listing

http://www.fda.gov/MedicalDevices/DeviceRegulationandGuidance/HowtoMarketYourDevice/PremarketSubmissions/PremarketApprovalPMA/default.htm

http://www.fda.gov/MedicalDevices/DeviceRegulationandGuidance/HowtoMarketYourDevice/PremarketSubmissions/PremarketNotification510k/default.htm

Management for Medical Device Industry

 

A look at these gigantic figures perhaps gives some perspective of the importance of document management for the medical device industry: The US total market for medical devices is valued at over $110 billion annually. It makes up nearly two fifths of the global market, and is expected to grow by over 20 percent by 2016.

While many global players sell into the American market, the over 6500 American medical device companies too, on their part, sell in the US and other markets.

It goes without saying that a market whose products are often complex and play a critical role in sustaining life for patients has to be highly regulated. For products sold in the American market, irrespective of whether they are manufactured domestically or overseas, a slew of regulations exist for a number of activities. Document management for the medical device industry is one of the core areas for which the FDA has regulations.

FDA and other regulations for document management for medical device industryThe FDA and other regulatory bodies have regulations and standards for GxP processes in the medical device industry. These include:

  • Quality System Regulation (QSR), which is outlined in 21 CFR Part 820, Current Good Manufacturing Practices (CGMP)
  • 21 CFR Part 11
  • ISO 13485, which relates to Quality Management System Requirements for medical devices
  • ISO 14971
  • Relevant sections of SOX, and
  • ISO 9000 standards.
What should a document management system for medical devices be like?Ideally, an electronic document management system for the medical device industry should integrate process management and document management in a simple and seamless manner. This is the real purpose of document management for the medical device industry. This document suite should be customizable and configurable. It should serve the following purposes:

  • It should help companies achieve regulatory compliance with required regulatory bodies and standards such as FDA, ISO and other regulations.
  • It should do this by automating and managing GxP processes in an efficient and cost-effective manner.
  • Communication between the functions of the company should be quick and efficient, and should allow access by designated persons.
  • Document management for medical device industry should be designed to ensure quality compliance and help companies enhance the performance of the GxP processes all through the product development lifecycle. The document management system for medical device industry should help companies have control over critical activities such as:
    • Design Control
    • Device history record
    • Mechanism for receiving and addressing complaints
    • A record of the corrective actions the company takes of these complaints
    • Note of nonconformances

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Management systems should be expansive and versatile

Management systems should be expansive and versatile, as having such a system makes sense for organizations. A management system is a mechanism that helps streamline an organization’s day to day functioning without hassles. It should put the organization on the path it chooses to take by putting in place a set of documents that is prescriptive and hierarchical, and well-defined. Although all these processes can be put in place for only one function; it makes better business and economic sense to have a management system that performs and carries out its objectives across a spectrum of functions and activities.

Organizations should ideally build a comprehensive and thorough management system that should be a set of standards and practices that addresses the organization’s safety, health and environment management aspects. A major advantage having such a system brings is that it makes the entire process efficient, consistent, cost effective and timely.

Creating a fulcrum for health and environment management systems

An effective and proven way of making management systems work effectively is for corporations to use the business asset to set and create inputs for the various standards around the functions. The standards and practices that are put in place in such a manner become the basis and edifice on which decisions relative to resources and dollars spent within the Safety, Health & Environment (SH&E) scope of business are made. In other words, a management system works best and most effectively when it becomes a pivot around which a host of functions can be performed.

Safety, health and environment are the core issues of a sound management system. If organizations have to build an SH&E system that is designed along the lines described above; they need to have the ability to properly assess their requirements first. They need to also have the foresight to anticipate the changes that these functions will undergo in the future, and should build a management system that has the robustness, flexibility and resilience to accommodate and ingest these changes. The financial consequences of building a management system that fails to take these factors into consideration are huge.

A management system that takes SH&E into consideration can achieve a lot

This process accomplishes the following:

o  Identifies the things that need to be managed within the function

o  Constructs a process, tool, or mechanism that best manages each of those things identified. They are usually a set of standards, practices and programs that are built specifically for a particular function

o  Builds the standard, practice or program so that it can be adjusted according to results

o  Builds a measuring metric, benchmark or scorecard with both lagging and leading indicators

o  Builds the management system in a way that is hierarchal in structure within the organization – (corporate sets and standards and the business unit builds the practice around the standard)

Trainings for inculcating the mindset for building a strong management system

The principles to adapt and the thinking needed to cultivate the outlook for building such a management system will be the core part of a seminar that is being organized by GlobalCompliancePanel, a leading provider of professional trainings for the regulatory compliance areas.

James J. Thatcher, President and Owner, Global Safety Solutions LLC., who is listed as an expert witness for operational as well as safety, health, environmental, training and security issues in the Oil and Gas industry and the mining, minerals and chemical industry; will be the Director at this learning session. Please log on to http://www.globalcompliancepanel.com/control/globalseminars/~product_id=900842SEMINAR?wordpress_SEO    to register for this highly valuable learning session.

This seminar has been pre-approved by RAPS as eligible for up to 12 credits towards a participant’s RAC recertification upon full completion.

In-depth exploration of SH&E management systems

This seminar will make an in-depth exploration of management systems in the health and environmental areas. James will offer a detailed understanding of SH&E, plus Training and Security (TS), which are the functions around which standards and practices are built. He will describe the 16 functions that cover the SHE & TS world in detail, which will help participants understand ways by which to build a standard and practice around all these 16 functions.

The 16 functions that will have a standard and practice specific to the function are:

o  Hazard identification & control

o  Occupational health & industrial hygiene

o  Incident management

o  Emergency preparedness

o  Environmental

o  Regulatory compliance

o  Reporting performance

o  Managing risk

o  Managing safety

o  Management security

o  Verification & audits

o  Document & record management

o  Contractor & service provider management

o  Competency management (training)

o  Commitment, communication and implementation

o  Managing change

The Director of this seminar will also explain the role of supporting documents, associated programs, procedures or Standard Operating Procedures (SOP) that are a part of the particular function being managed, to enable clear understanding of the topics.