Reply To Complaint's Response Report

Good morning ma'am, yesterday we were talking about possibly having LtCol. Richardson taking over Cadet Commander for the summer. Since, I could not stay long because Dominic was waiting I did not get a chance to discuss with you the idea I had after the meeting.

If a service users wishes to make a complaint or register a concern they should find it easy to

I said, that's fine, I don’t have a problem meeting with one officer Helm, go back and find out what he would like to discuss about, so I wanted to be prepared for the meeting and to let me know what it is so that I will be ready to discuss it with. Well, they came back later with just saying, well it doesn’t seem like it’s any big deal so, let’s not worry about it and I said okay, then I meet with him when I come out there

I: Airmanship - Hamburg displays his embodiment of the core values by placing the mission before his personal desires/comforts (service before self) and did such an outstanding job that he contributed to the unit receiving an “outstanding” rating (excellence in all we do). The exchange between Ratner and Hamburg is also about DDR (direction, discipline, and recognition). Through the use of recognition and/or rewards Hamburg’s performance can be positively reinforced to influence him early in his professional development.

On October 31, 2017 during a meeting with your direct supervisor Nicole Tanguy and Associate Director Melissa O’Karma, you became visibly agitated and walked away from the conversation before it was complete. When asked to return, you proceeded to raise your voice and communicate in a combative tone.

The chapter was about how Perry conducted himself in meetings and how he approached the way he lived his life and the way people saw him as a leader. An aura that Perry surrounded himself in was one of dignity and respect, this aura was reflected in his sailors was well in the way that they conducted themselves and in their appearance. All these things that Perry and his sailors did relate back to military bearing. Thinking back on some experiences where military bearing played a key role in what I was doing, I think of the performance review boards that I have had in the past. The reason that bearing paly such a key role in the PRBs is because the officers sitting on my board were not only looking at the reason for me being but how I handled

It began like a routine leader-subordinate encounter, him the leader and I the naïve subordinate. He introduced himself as Leroy Brown and shared his experiences and accolades in his field. As I listened, I determined what he did before my arrival made no difference. I wanted to know first-hand what kind of man he truly was. It was not until after I started working with him I realized what so many others before me had experienced. It was not his work performance, or his ability to make the impossible possible. It was his attitude that resonated throughout the organization, his innate ability to put himself in our position and say, “I won’t tell you what to do, just what I would have done.” My curiosity and my admiration for him brightened as the years progressed. He was an inspiration with a heart of gold. Leroy had all the experience and tact to inspire greatness and loyalty from his subordinates and confidence from his superior.

The artifacts attached are forms and procedures I researched and developed to improve the due process procedures for students of Cullman City Schools. The Disciplinary Hearing Request Form is used by principals to request a discipline hearing. The Disciplinary Hearing Process for Alternative Placement lists the procedures followed for alternative placement requests. The Disciplinary Hearing Report Form is completed by the hearing officer and documents the results of the hearing. The Discipline Hearing Process for Expulsion lists the procedures for expulsion request, and the Expulsion Review Report Form documents the decision.

Officer Villarreal gave me a quick tour of the facility which had a briefing room, where the officers get information about what’s going on at the moment and what their shift could involve. The offices of the personnel were on the other side of the hall and directly in front of the briefing room there were

3) Officer Gonzalez was to identify a problem within one of the Area Commander locations and come up with a solution. Officer Gonzalez completed this goal as scheduled. He developed a plan to periodically ride the school buses to reduce the number of calls related to unruly students on a bus. This plan received positive feedback from P.U.S.D.

These are responses that the VC did not address when they submitted their documentation to Beyond Rewards , the company investigating the Formal Complaint EC to Vol. July 2017

I review Lorraine’s QA evaluation. She was scored off 2.50 points for inaccurate information. I did hear the negative comment made by Lorraine. However, no points were deducted and the comment could have been construed as an error on the provider’s end. It was noted on the evaluation as an Coaching Tip.

He clearly demonstrates a masterful ability to plan, organize, and lead in direct support of the command’s mission. He consistently seeks to attain the next level of responsibilities and hard jobs. As Command Assistant Duty Section Leader, he expertly directed 267 personnel standing 30 shipboard watches in maintaining the ship’s duty section requirements and security posture for over 2,461 assigned crew members. He was essential in the qualification of 103 Messengers of the Watch, 57 Petty Officers of the Watch, and 45 Junior Officers of the

I, Josie Alcazar, I'm writing this statement regarding on one of my coworkers Jessica Doss because she has been sending messages to me about some problems that I had with another employee, and she has been talking rumors about me and this employee and about me and a manager, she also made a comment so many times about getting one of our managers fired because according to her, he wasn't doing his job correctly. This situation is very uncomfortable now because not only did she sent me messages but she sent them to my 13 year old daughter, saying that I had slept with one of my coworker and then got him fired and that now I was sleeping with my manager too, when I confronted this situation with her she said she didn't know what I was talking

On 04/28/2017, I was notified by email (see attached PDF) from my section chief that Carol Kemker wanted to meet with me and see how things were going. That meeting occurred on 05/04/2017. During that meeting, Carol briefly asked how I was doing but then quickly moved into topic of my position and where do I see myself working moving forward. I was told that the objectives of the administration have changed and that the division needs to start looking at resources and how things are going. Carol discussed how FTE dollars from another branch is funding my position. She also stated “I moved you to a different branch….”, almost as a favor not in relation to the