What Is The Role Of An Ed Director Performance Improvement

What are the responsibilities of an emergency medicine physician assistant?

I'm sure it varies from state to state and even hospital to hospital, but when I worked in the ER, MDs automatically saw any patient with possible MI or CVA, and  any elderly patient 50 and up. PAs got dibs on anything else. The shifts were 10 hour shifts and the first 6 hours were working w/2 MDs for the first 6 hours, and the last 4 hours were working solo seeing patients who were triaged to the "fast track" which were urgent care type of patients - lacerations, abscesses (incisions and drainings), musculoskeletal injuries (fractures, sprains, strains), colds/flus, rashes, UTIs, and other non-emergent conditions.

How do you tell the difference between bad acting and bad directing?

Thanks for the A2A. This is a great question.From my perspective as an actor, there are a few reasons a performance may not work.Problematic casting. There's a bit of conventional wisdom among directors; "90% of directing is casting." That means it's hugely important to choose the right actor for each role. If a role is miscast, both the director and the actor face an uphill battle. However, directors don't always have the final say in casting decisions, and casting is always a bit of a guessing game, as great performances have resulted from counter-intuitive casting choices, and terrible performances from seemingly ideal casting.Problematic direction. This may take the form of a director forcing their interpretation on to an actor (though again, that could be traced back to a casting issue), not knowing how to communicate with actors about performance (very common), or a production process that makes it hard for actors to do their best work. Problematic acting. If an actor lacks the skills to do what is asked of them, there's little a director can do to fix it. Ideally, that question is answered in  the casting process, but many roles are cast without an audition, some actors audition much better than they perform (and vice versa), and again, directors don't always get to choose their cast. So how can a viewer tell which it is? Unless you have inside information on the production process, you have to guess. Based on my experience, if a single actor is bad in an otherwise good production, meaning not only are the other actors good, but so are production elements like set, lighting, sound, photography (if relevant), I'm inclined to believe it's an acting problem. If many or most of the actors are bad, and/or if there are also problems with non-performance-related production elements, I'm inclined to think it's a direction issue.But it's always a guess. There will always be actors who get credit or blame that is owed to the director and vice versa. Most importantly, this question is a great illustration of why it's important for anyone, actor or director, to come in to every project with the best possible technique and skill set, so they're less susceptible to the variables that can negatively affect the work.

What separates good film directors from bad?

It depends on how you look at it. Off the top of my head, I'd say two things:1) Competency2) Critical receptionBoth of these criteria will intertwine and I really should add a third item to the list (box office business), but I think that might generally fall under both of these points once we look at them.CompetencyDoes the director know what he or she is doing? Can they pull things out of the script (script, subtext, themes) that may be hard to notice? Can the director illustrate and convey his/her vision to the necessary people (crew, producers, audience)? Can the director make an engaging movie? Can he/she direct talent to be able to give great performances? Alternatively, can he or she play a cog in the wheel and potentially execute a film that may only be made for commercial appeal or to capitalize on the success of an original?Does the director have good on-set etiquette? Can he or she manage the various moving pieces of a production (so to speak) in an authoritative way while keeping morale high? Are they able to turn around a picture on time and under/on budget?These are the kinds of things I mean when I say "competency".Critical ReceptionDoes the public enjoy the movies shot under this director? Do they bring in revenue? Granted, yes, commercial success doesn't necessarily separate "good" directors from "bad", but it would certainly help one's commercial forecasting when being hired to direct if he or she can show that his or her movies have had decent box office returns.Another aspect of "critical reception" may be whether films have been received well by critics or panned. This can also extend to the public as well. Critics may receive a film better than the general public, and vice versa. In other words, does the director have a good reputation? Can producers and studios rely on this person to create the kinds of movies they need to make? Are they known for being difficult and unreliable or do they work well with others? (I know this is not one or the other; it's very possible that a director may be a taskmaster but still be someone people want to work with)Hopefully this helps.

I have two employees that usually leave work at 6 pm. They are good, but I don’t like that their commitment lasts for work hours only. What should I do as a CEO?

I worked at a company where I managed a department of 30 engineers. We were well established, had good clients, had a solid process for creating and planning projects, and always shipped on time.The CEO would pay attention to when milestones were and would walk around the office at 8pm to see who was still in the office. He would make comments about this to me and the other VP, point out people by name who were "committed and dedicated" and also point out by name the people who were always leaving at 6pm on the dot.But, you see, everyone knew this little game. Everyone. Even the people who didn't know they were being singled out by the CEO still knew the game.Those people who were "dedicated and hardworking" would mostly not show up to the office until 10a or 11a. Those people who were always leaving at 6pm had families and most of then would show up at 8a or 9a.There is another difference between these two sets of people. The early crew would come in, get their coffee, get situated and then quietly crank away at their work. The late crew would be social the entire day.When the CEO would come around at 8pm, he wouldn't just see the late crew usual faces. They would also chat him up. He liked this and he liked them.I had quite a few of my best employees leave during my tenure in favor of better companies that were more likely to realize and reward the great work they were doing. I knew they were doing great, but I wasn't the CEO and there was only so much rewarding and recognition I could do.As a CEO, you don't control your employees. They also don't "do what you tell them to" except in a loose sense, although they will certainly try.Rather, you only get to reward certain behaviors and punish others. These are your only effective controls. Over time, one way or another, you will find yourself with a staff that does what they are rewarded for and doesn't do what they are punished for, even if these rewards and punishments are not overt.Keep going the way you are going and you will get your employees that stay late. Just know that you aren't going to have the best employees, though, you're just going to have ones that stay late.

If I complain about HR to HR and they collude with my manager to put me on a performance improvement plan, is it retaliation?

It is not at all realistic to comment on whether ‘retaliation’ plays a role in whatever your situation is because of the lack of details and the indication that you may be viewing what is happening from a subjective position.First, you don’t indicate what your complaint about HR was or how you handled the complaint-did you provide clear, objective evidence that you experienced a problem due to something someone on the HR team did (or did not) do or say? Were you fair and factual in placing that complaint?Second, it is exceedingly rare that a PIP would be activated *because* you complained about HR to HR much less that HR would then work with your manager to somehow unfairly apply the PIP.On the surface, considering the utter lack of information given, it strikes me as a bizarre and strange thing for someone in HR to convince a manager to activate a PIP unless there is clear evidence that the performance of the employee involved is not meeting the requirements of the role. Additionally, the manager activates the PIP because they have identified that an employee is not meeting requirements and has not improved after an escalation of performance discussions. All of that is a pointless waste of time and I am struggling to try to even guess what the real story is. So I am not even going to try.If you truly, honestly believe that you are performing as required, meeting all performance indicators, and that the PIP has no basis in fact then you are indeed in an unusual and strange situation. However, it may also be very likely that you will benefit from discussing this situation with an objective third party and being open to considering that maybe the problem is not the problem you think it is.

What is the role of a senior graphic designer?

Assuming you don’t need a complete definition of this job, and realizing that the lines between job titles are frequently blurred, a qualified Senior Graphic Designer needs some very specific skills. Backstory: I’ve worked as a Designer and Art Director, and also as a Design Director and advertising Creative Director.In general, art directors are overarching concept people and designers are detail people. It’s certainly possible for either to share skills from the other, but in my experience detail-oriented people who must have control of the most minute aspects of a job are much happier as Graphic Designers.A Senior Graphic designer should have:Obsession with precision—in color palettes, type choices, positioning of elements, paper selection, etc. If you’re not obsessed with the details, you should not call yourself a Designer and you should definitely not have made it to “Senior” status.Experience that can solve problems—any junior designer can produce something brilliant once in awhile. A baboon might produce something amazing with a Sharpie® and enough time. But a Sr. Designer will produce something you can take to the client after his/her 100 best ideas have been shat upon.Visual ideation skills—while an art director *might* provide visual/conceptual direction for a project, a great Designer can take that wimpy underhanded lob and smack a home run. As a CD/AD at some very large ad agencies, Senior Designers who made me look smart became some of my best friends.Keep in mind that titles mean vastly different things in different organizations. A Senior Designer for the in-house art department of your local furniture store might really be a layout/pre-production artist. A Senior Designer at Pentagram will be a far more conceptual problem-solver than most agency Art Directors. There’s a big range.

What is the best medicine for a long duration intercourse?

First, I’d like to share an article on life style changes and natural treatments for ED (8 Lifestyle Changes and Natural Treatments for ED) and summarize it in few sentences.In May 2014 in The Journal of Sexual Medicine showed that when medication is required, it's likely to be more effective if you implement these lifestyle changes.A healthy diet is one of the steps.Monitor your meds: “Erectile dysfunction can occur as a side effect of medication taken for another health condition.”Quit smoking.“Exercise works on several fronts to combat the development of ED and help reverse it once it has become a problem.” - Zachary R. MucherStick to a sleep schedule.Acupuncture can help you as well.Limit the alcohol intake.“There are many herbal remedies that tout improvement in erectile function, but most have little effect and may actually have detrimental side effects,” Mucher says.As for best ED medicine, you can learn in this article more about different drugs for ED treatment.And here is a great rating of different medications to treat ED:Hope this helps!

What are the benefits of a Six Sigma certification?

Six Sigma courses are beneficial for a professional in many ways. Few ways in which six sigma helps you excel in your professional career are as follows -1. Help Your Organization Eliminate ErrorsFrom an organization’s perspective, acquiring a Six Sigma certification enables an individual to become crucial to an organization’s ability to identify and eliminate repeatable process errors.2. Improve Business Processes and Sustain Quality ImprovementOnce you attain the Six Sigma certification, you’ll be able to prove you have the knowledge to identify the characteristics of an organization’s manufacturing and business processes and be able to measure, analyze, control, and improve them.3. Applicability Across IndustriesWhat is the value of a Six Sigma certification? As an industry-agnostic methodology, Six Sigma techniques are applied in aerospace, electronics, telecom, banking and financial services, IT, HR, marketing, and many more industries.4. Ensure ComplianceWith the stringent quality standards of Six Sigma, manufacturing and process errors are reduced to insignificant figures. As a certified Six Sigma professional, you will be able to help your organization comply with international standards, as well as maintain profitable contracts.5. Helps Nurture Managerial And Leadership AbilitySix Sigma training also prepares you for leadership roles, with the techniques and know how to cut costs, increase revenue, and ways to improve the efficiency of the business process.6. Excellent SalaryAccording to a survey carried out by indeed.com, the salary for Six Sigma certified individuals routinely break into the $100,000+ pay bracket, and are among the highest-paid professionals globally.7. Gain Hands-On Experience In Quality ManagementUnlike a few other certifications, the Six Sigma certification process includes hands-on work on industry projects and experience with implementation of theoretical principles to real-life scenarios. As a certified Six Sigma professional, you will gain valuable experience even before you enter the workforce.Hope it Helps !!