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NAB-NHA candidate - Nursing Home Administrator (NAB) Updated: 2024

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Exam Code: NAB-NHA Nursing Home Administrator (NAB) candidate January 2024 by Killexams.com team

NAB-NHA Nursing Home Administrator (NAB)

Required Activity Areas:

The AIT Program should be based on the five domains of practice, which are covered in the various departments found in a long term care facility. The tool presents

the departments as modules and rotations; it is through these departments/modules
that the program should be designed, so that the individual AIT can meet an appropriate and tailored amount of time in each of the domains as appropriate. These modules include:

• Administration

• Human Resources

• Nursing

• Business Office/Financial Management

• Diet

• Rehabilitation

• Medical Records

• Activities

• Social Services/Admissions

• Housekeeping/Laundry

• Environmental Management/ Maintenance



A. Quality of Care/Nursing

1. Develop a rounding sheet with the administrator and director of nursing that is
resident- centered; initiate implementation.

2. Observe nurse peer review on administration of medications.

3. With director of nursing, ensure medications are not expired.

4. Develop resident satisfaction surveys and make recommendations for implementation as necessary.
B. Rehabilitation

1. Organize and implement a follow-up program for discharged residents
to the community.

2. Develop audit for equipment inventory and complete audit; report.

C. Medical/Resident Records

1. Conduct admission audit of current in-house resident population, analyze data
and report. Assist with recommendations, as needed.

2. Conduct audit of flu vaccination response variables, analyze data and report.
Assist with recommendations, as needed.

3. Conduct audit of admission and annual required vaccines, analyze data and
report. Assist with recommendations, as needed.

4. Conduct medical records audit with appropriate staff.

D. Activities

1. Develop and implement a volunteer program

2. Develop/enhance Life Enrichment/Person Centered Care program

a.Interview residents and families and analyze information to ensure that
desired activities are planned and implemented as necessary

b.Working with Directors of Activities and other personnel as needed, help
develop in-service for Life Enrichment/Person Centered Care; assist appropriate staff with delivering in-services.

E. Social Services/Admission

1. Conduct an audit of admissions documents (per regulations and organization
policy), analyze and report.

2. Complete an audit of resident preferences, such as time to eat, rise and retire,
bath/showers, time of therapy, etc. Make recommendations as necessary

3. Develop and implement an outreach program that communicates regularly with
residents and/or families post discharge.

F. Dietary

1. Develop a questionnaire for residents related to dietary satisfaction including
variables such as taste, temperature, timeliness, presentation, etc; implement,
analyze and report; make recommendations.

2. Meet with the dietician and dietary manager to learn how menus are developed,
followed, and implemented; conduct an audit to confirm residents are receiving
correct foods, drinks and adaptive devices.

3. Understand nutritionally compromised concerns and how weights are monitored.

4. Audit purchasing and storage of dietary supplies and food; report to dietary
manager and administrator.

5. Audit to ensure foods are served and maintained at proper temperatures and in
accordance with the Food Code.

G. Housekeeping/Laundry

1. Conduct weekly audits, evaluating such variables as dust, floors, toilet, showers
of designated public areas; track, trend and report accordingly.

2. Audit resident rooms for housekeeping variables;track, trend and report
accordingly.

3. Audit residents to determine if laundry is clean and received promptly.

4. Audit infection control, safety and cross contamination procedures and make
recommendations as necessary.

5. Follow the linen distribution system from soiled to clean and report accordingly.

6. Observe resident clothing management



II. Possible Activities/Assignments related to Domain 20: Human Resources

A. Conduct an employee file audit per regulations and organizational policy.

B. Collect annual turnover rates for last few years, and develop a strategic plan
with activities, timeframes, etc. for identified changes.

C. Develop an employee satisfaction questionnaire, administer it and analyze
data;develop a subsequent plan.

D. Develop, organize and implement several employee activities.

E. Track absentee information, such as shift, day of week, reason, frequency;

analyze and report the findings.

F. Audit external health care providers (e.g., physicians, dentists, podiatrists)
to determine current licenses, liability insurance, etc.; analyze and report the
findings.

G. Study and analyze recruiting plans/staffing patterns and offer ideas to
improve current processes to ensure that the needs of the residents cared
for are met.

H. Review and understand the facilitys employee handbook to ensure accuracy
and that all federal/state guidelines are followed and make recommendations
as necessary.

I. Review and evaluate payroll plans, compensation plans, and benefit packages

J. Participate in a complete employee hiring and orientation process ( interview,
background check, etc.).

K. Conduct a staff meeting and an in-service training program.

L. Participate in a disciplinary/grievance procedure and an employee
counseling session.

M. Understand and have knowledge of National Labor Relations Board (NRLB)
as it relates to the facility.

N. Review and evaluate the unemployment compensation record of the facility
and attend an unemployment compensation hearing as necessary.

O. Review and report on ways to encourage and support professional development of team members.



III.Possible Activities/Assignments related to Domain 30: Finance

A. Assist the administrator with all budget (capital, cash, operating, etc.) development and submission.

B. Understand and assist with accounts payable processing.

C. Analyze and understand how aged accounts work.

D. Understand the facilitys bad debt and write-off policy; determine avenues
for improvement.

E. Understand triple-check systems for private pay and all third party payors.

F. Describe and review regularly produced financial reports to determine if fiscal
issues have arisen and make recommendations as necessary

G. Review and describe the chart of accounts, bookkeeping procedures,
income and expense statements and balance sheets; make
recommendations as necessary.

H. Understand the financial audit process utilized by third party payors to ensure
billings are in accordance with services provided.

I. Analyze and understand third party payor cost reporting systems.



IV. Possible Activities/Assignments related to Domain 40: Environment

A. Audit preventative maintenance logs per regulations and company policy;track
and trend such variables as time of day, season, staff member, etc.

B. Audit resident rooms, utilizing audit tools to evaluate such items as electrical
outlet plates, call bells, water temperatures and beds; track, trend and report
accordingly.

C. Review emergency generator and life safety regulatory requirements according
to state, local, and federal laws specific to your building(s) and prepare a compliance report.Conduct audit of past year of the log; develop/revise preventative

maintenance log with maintenance supervisor.

D. Conduct an audit of the past years log; develop and/or revise preventative
maintenance logs with the maintenance supervisor.

E. Assist the administrator and maintenance supervisor with developing and
implementing an emergency plan.

F. Develop a rounding sheet with the administrator and maintenance supervisor
that is environmental and safety centered; initiate its implementation.

G. Audit Log Out/Tag Out procedures to ensure compliance.



V. Possible Activities/Assignments related to Domain 50: Management
& Leadership

A. Review policy and procedure manuals to determine if they are appropriate
and timely, per regulations and organization policy and make recommendations for change as necessary.

B. Develop and assist the administrator with an annual strategic planning
meeting.

C. Review current internal and external contracts and agreements for accuracy,
efficiency and timeliness; organize and make recommendations as necessary.

D. Review and become comfortable with federal regulations and state specific
regulations; assist with educating department leaders, if needed.

E. Assist with writing a Plan of Correction and/or identified regulatory violations.

F. Review and update the facilitys organizational chart and job descriptions.

G. Review short-term and long-term goals of the organization for appropriateness.

H. Study the bylaws/mission statement/vision of the governing body and how
decisions and policies are made within the organization. Analyze the authority
throughout the facility.

I. Plan and attend internal and external meetings and prepare reports for the
organization, as necessary.

J. Review the facility marketing plan and make recommendations for change as
necessary based upon facility dynamics and community needs.

K. Review and understand the facilitys media publicity efforts, including (but not
limited to) writing news releases, facility publications, newsletters, etc.

L. Organize and write a report to include competitive information, such as
description of services and amenities, survey history, CMS 5-Star rating and
community involvement.

M. Review the facilitys corporate compliance program to ensure all appropriate
rules and regulations are followed.

N. Review and describe how the facilitys risk management program minimizes
legal liability.

O. Review and analyze facilitys information management system, including
technology, to ensure safeguards are in place to provide resident confidentiality, data security, social media, cell phones, etc.

P. Review and analyze the facilitys quality improvement programs.

Q. Review the facilitys customer satisfaction program, including resident relations initiatives, reception/concierge duties and resident/family surveys.

R. Transitional Care: understanding the various regional lines of service and how
they relate, as well as initiatives to ensure continuous delivery of safe and
quality care as consumers transition between the different lines of service.
Nursing Home Administrator (NAB)
Certification-Board Administrator candidate

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Question: 124
The absence of any written system for evaluation of long-term performanceexposes the individual more nearly to
_____.
A. good judgment of current managers
B. evaluation on present work
C. higher appraisals
D. the whim of managers
Answer: D
Question: 125
Employees, it has been observed, normally _____.
A. outperform their self-image
B. do not outperform their self-image
C. are self-starting, for the most part
D. require little supervision in the traditional nursing facility setting
Answer: B
Question: 126
An evaluator checking off the extent to which an employee meets a trait orrequirement is using a/an _____.
A. outmoded model
B. performance scale
C. rating scale
D. global rating
Answer: C
Question: 127
Department heads who consistently supply high ratings to avoid confl ictillustrate the _____.
A. abuse of global ratings
B. leniency error
C. error of central tendency
D. halo effect
Answer: B
Question: 128
The supervisor is impressed by the fact that the employee never misseda day and was never late, so rated the
employee highly overall. This isa/an_____.
A. abuse of global ratings
B. leniency error
C. error of central tendency
D. halo effect
Answer: D
Question: 129
Transfer, promotion, demotion, and layoff are possible outcomes of _____.
A. poor work attitudes
B. a performance appraisal
C. good rating scales at work
D. global ratings for some managers
Answer: B
Question: 130
Workers expecting an exchange in which their wages and benefi ts are equalto their work effort when compared to
similarly situated employees illustratethe _____.
A. resiliency of worker expectation
B. fair exchange theory
C. compensation theory
D. equity theory
Answer: D
Question: 131
Giving an across-the-board wage increase based on the Consumer PriceIndex is giving a/an _____.
A. well-deserved raise to the staff
B. boost in staff pay levels
C. cost of living increase
D. indexed wage increase
Answer: C
Question: 132
In the nursing facility, the key job against which many staff measure theirwages is compensation of the _____.
A. administrator
B. medical director
C. owner
D. director of nursing
Answer: D
Question: 133
Unless the facility can convincingly illustrate that it had a just cause forfi ring an employee, that employee will
likely _____.
A. be rehired
B. remain on the facility payroll
C. collect unemployment
D. complain to the state
Answer: C
Question: 134
Grievance procedures offer a needed _____.
A. source of discipline
B. safety valve
C. protection to the management
D. reciprocity relationship
Answer: B
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Certification-Board Administrator candidate - BingNews https://killexams.com/pass4sure/exam-detail/NAB-NHA Search results Certification-Board Administrator candidate - BingNews https://killexams.com/pass4sure/exam-detail/NAB-NHA https://killexams.com/exam_list/Certification-Board Gogebic Community College announces new president No result found, try new keyword!Gogebic Community College announced Chris Patritto as its 10th president on Wednesday, effective Jan. 2, 2024. According to a press release from the college, Patritto, a GCC alum and lifelong resident ... Wed, 20 Dec 2023 06:33:17 -0600 en-us text/html https://www.msn.com/ New Cardiology Certification Board: What's the Plan?

The proposal by the major cardiovascular societies in the US to form a new board of cardiovascular medicine to manage initial and ongoing certification of cardiologists represents something of a revolution in the field of continuing medical education and assessment of competency. 

Five US cardiovascular societies — the American College of Cardiology (ACC), the American Heart Association (AHA), the Heart Failure Society of America (HFSA), the Heart Rhythm Society (HRS), and the Society for Cardiovascular Angiography & Interventions (SCAI) — have now joined forces to propose a new professional certification board for cardiovascular medicine, to be known as the American Board of Cardiovascular Medicine (ABCVM)

The ABCVM would be independent of the American Board of Internal Medicine (ABIM), the current organization providing maintenance of certification for cardiologists as well as many other internal medicine subspecialties. The ABIM's maintenance of certification process has been widely criticized for many years and has been described as "needlessly burdensome and expensive." 

The ABCVM is hoping to offer a more appropriate and supportive approach, according to Jeffrey Kuvin, MD, a trustee of the ACC, who has been heading up the working group to develop this plan. 

Kuvin, who is chair of the cardiology at Northwell Health, Manhasset, New York, a l arge academic healthcare system, explained that maintenance of certification has been a Topic of discussion across the cardiovascular community for many years, and the ACC has a working group focused on the next steps for evaluation of competency, which he chairs.

"The Topic of evaluation of competence has been on the mind of the ACC for many years and hence a work group was developed to focus on this," Kuvin noted. "A lot of evolution of the concepts and next steps have been drawn out of this working group. And now other cardiovascular societies have joined to show unification across the house of cardiology and that this is indeed the way that the cardiovascular profession should move." 

"Time to Separate from Internal Medicine"

The general concept behind the new cardiology board is to separate cardiology from the ABIM. 

"This is rooted from the concept that cardiology has evolved so much over the last few decades into such a large multidimensional specialty that it really does demarcate itself from internal medicine, and as such, it deserves a separate board governed by cardiologists with collaboration across the entirely of cardiology," Kuvin said. 

Cardiology has had significant growth and expansion of technology, tools, medications, and the approach to patients in many specialities and subspecialties, he added. "We have defined training programs in many different areas within cardiology; we have our own guidelines, our own competency statements, and in many cases, cardiology exists as its own department outside of medicine in many institutions. It's just time to separate cardiology from the umbrella of internal medicine." 

The new cardiology board would be separate from, and not report to, the ABIM; rather, it would report directly to the American Board of Medical Specialties (ABMS), the only recognized medical certification body in the US. 

What Are the Proposed Changes

Under the present system, managed by the ABIM, clinicians must undergo two stages of certification to be a cardiologist. First, they have to pass the initial certification test in general cardiology, and then exams in one of four subspecialties if they plan to enter one of these, including interventional cardiology, electrophysiology, advanced heart failure or adult congenital heart disease

Next, clinicians enter the maintenance of certification phase, which can take three different forms: 1) taking another recertification test every 10 years; 2) the collaborative maintenance pathway — a collaboration between ACC and ABIM, which includes evaluation, learning and a certified test each year; or 3) longitudinal knowledge and assessment — in which the program interacts with the clinician on an ongoing basis, sending secured questions regularly. 

All three of these pathways for maintenance of certification involve high stakes questions and a set bar for passing or failing. 

Under the proposed new cardiology board, an initial certification test would still be required after fellowship training, but the maintenance of certification process would be completely restructured, with the new approach taking the form of continuous learning and assessment of competency. 

"This is an iterative process, but we envision with a new American Board of Cardiovascular Medicine, we will pick up where the ABIM left off," Kuvin notes. "That includes an initial certifying examination for the five areas that already exist under the ABIM system but with the opportunities to expand that to further specialties as well."

He points out that there are several areas in cardiology that are currently not represented by these five areas that warrant some discussion, including multimodality imaging, vascular heart disease, and cardio-oncology. 

"At present, everybody has to pass the general cardiology test and then some may wish to further train and get certified in one of the other four other specific areas. But one Topic that has been discussed over many years is how do we maintain competency in the areas in which clinicians practice over their lifetime as a cardiologist," Kuvin commented. 

He said the proposed cardiology board would like to adhere to some basic principles that are fundamental to the practice of medicine. 

"We want to make sure that we are practicing medicine so that our patients derive the most benefit from seeing a cardiologist," he said. "We also want to make sure, however, that this is a supportive process, supporting cardiologists to learn what they know and more importantly what they don't know; to identify knowledge gaps in specific area; to help the cardiologist fill those knowledge gaps; to acknowledge those gaps have been filled; and then move on to another area of interest. This will be the focus of this new and improved model of continuous competency."

The proposed new board also says it wants to make sure this is appropriate to the area in which the clinician is practicing.

"To take a closed book certified test every 10 years on the world of cardiology as happens at the current time – or the assessments conducted in the other two pathways – is often meaningless to the cardiologist," Kuvin says. "All three current pathways involve high stakes questions that are often irrelevant to one’s clinical practice." 

Lifelong Learning

"The crux of the changes we are proposing will be away from the focus of passing a test towards a model of helping the individual with their competency, with continuous learning and evaluation of competency to help the clinician fill in their knowledge gaps," he explains.

He described the new approach as "lifelong learning," adding that, instead of it being "a punitive pass/fail environment with no feedback, which causes a lot of discontent among clinicians," it will be a supportive process, where a clinician will be helped in filling their knowledge gaps. 

"I think this would be a welcome change not just for cardiology but across medical specialties," Kuvin said. 

He also pointed out the ABMS itself is considering a continuous competency approach, and the proposed new cardiology board aims to work with the ABMS to make sure that their goals of continuous competency assessment are matched. 

"The world has changed. The ability to access information has changed. It is no longer imperative for a clinician to have every piece of knowledge in their brain, but rather to know how to get knowledge and to incorporate that knowledge into clinical practice," Kuvin noted. "Competency should not involve knowledge alone as in a closed book exam. It is more about understanding the world that we live in, how to synthesize information, where we need to Boost knowledge and how to do that." 

Kuvin acknowledged that asking clinicians questions is a very helpful tool to identify their knowledge base and their knowledge gaps. "But we believe the clinician needs to be given resources – that could be a conference, an article, a simulation - to fill that knowledge gap. Then we could ask clinicians some different questions and if they get those right then we have provided a service." 

Tactile skills for cardiologists needing to perform procedures – such as interventionalists or electrophysiologists may be incorporated by simulation in a technology-based scenario.

On how often these assessments would take place, Kuvin said that hadn't been decided for sure. 

"We certainly do not think an assessment every 10 years is appropriate. We envision, instead of an episodic model, it will be rather a lifelong journey of education and competency. This will involve frequent contact and making sure knowledge gaps are being filled. There are criteria being set out by the ABMS that there should be a certain number of touch points with individuals on an annual as well as a 5-year basis to make sure cardiologists are staying within specific guardrails. The exact nature of these is yet to be determined," he said. 

Kuvin added that it was not known yet what sort of hours would be required but added that "this will not be a significant time burden."

What is the Timeframe?

The application to the ABMS for a separate cardiology board is still ongoing and has not yet received formal acceptance. Representatives from the five US cardiovascular societies are in the initial stages of formulating a transition board. 

"The submission to the ABMS will take time for them to review. This could take up to a year or so," Kuvin estimates. 

This is the first time the ABMS has entertained the concept of a new board in many years, he noted. "It will be a paradigm shift for the whole country. I think that cardiology is really at the forefront and in a position where we can actually do this. If cardiovascular medicine is granted a new board, I think this will help change the approach of how physicians are assessed in terms of continuous competency not just in cardiology but across all specialties of medicine."

He added: "We are confident that we can work within the construct of the ABMS guidelines that have been revised to be much more holistic in the approach of continuous competence across the board. This includes thinking beyond rote medical knowledge and thinking about the clinician as a whole and their abilities to communicate, act professionally, work within a complex medical system, utilize medical resources effectively. These all have to be part of continuous competence."

How Much Will This Cost?

Noting that the ABIM has received criticism over the costs of the certification process, Kuvin said they intend to make this "as lean a machine as possible with the focus on reducing the financial [burden] as well as the time burden for cardiologists. It is very important that this is not cumbersome, that it is woven into clinical practice, and that it is not costly." 

But he pointed out that building a new board will have significant costs. 

"We have to think about developing initial board certification examinations as well as changing the paradigm on continuous certification," he said. "This will take some up-front costs, and our society partners have decided that they are willing to provide some start-up funds for this. We anticipate the initial certification will remain somewhat similar in price, but the cost of ongoing continuous competency assessment will be significantly reduced compared to today's models."

Kuvin said the collaboration of the five participating US cardiovascular societies was unprecedented. But he noted that while the transition board is beginning with representatives of these individual societies, it will ultimately be independent from these societies and have its own board of directors. 

He suggested that other societies representing other parts of cardiology are also interested. "Cardiology has recognized how important this is," he said. "Everybody is excited about this."

Thu, 07 Dec 2023 08:53:00 -0600 en text/html https://www.medscape.com/viewarticle/new-cardiology-certification-board-what-s-plan-2023a1000umq
Best IT Certifications for 2024

Earning specialized certifications is a surefire way to advance your career in the IT field, regardless of industry or current career level. The right certification validates your skills and knowledge, which makes you more desirable to future employers who want to attract and retain the best employees. Below, we’ll explore the top IT certifications and share how to examine your goals to choose the right path forward. 

We’ve narrowed IT certifications into specific categories to help IT professionals assess what’s available and pursue the best certifications to show their willingness to learn and develop the in-demand career skills employers want.

Best database certifications 

Database platforms have changed greatly over the years, but database technology remains important for various applications and computing tasks. Available certifications for IT professionals include those for database administrators (DBAs), database developers, data analysts and architects, business intelligence, and data warehousing specialists, and other data professionals.

Obtaining database certifications demonstrates an understanding of database concepts, design, implementation, administration and security. This can boost your credibility in the job market and show potential employers that you have the skills needed to work with databases. The best database certifications include the following:

Best SAS certifications 

SAS is one of the world’s leading firms for business analytics, data warehousing and data mining. Today, the SAS Global Certification Program offers 23 credentials across categories including foundation tools, advanced analytics, business intelligence, data management and administration.

SAS programmers remain in high demand, with a quick search of job boards showing thousands of open positions. Obtaining SAS certification shows employers that you are proficient in the company’s popular suite of tools. Some of SAS’s certification programs include the following: 

Many professionals earn certifications to help navigate their career paths. According to the IT Salary Report, 92 percent of information technology professionals have at least one certification.

Best Cisco certifications 

Cisco Systems is a market leader not only in networking and communications products, but also storage networking and solutions for data centers. Cisco offers a variety of certifications for IT professionals, ranging from entry level credentials to expert-level exams. 

These certifications prepare professionals for Cisco-related careers. A search of job boards reveals thousands of open positions for Cisco experts, underscoring the continued relevance of these skills. Some of Cisco’s certifications include the following:

Best Dell certifications 

Dell Technologies remains one of the world’s leading computing companies. In addition to its well-known hardware lineup, Dell also offers solutions for networks, storage, servers, gateways and embedded computing, as well as a broad range of IT and business services.

Becoming certified in Dell products can help make IT professionals competitive in engineering roles for server, virtualization, networking, systems, integration and data security. Additional roles include consultants, account executives, system administrators, IT managers and deployment managers.

Best mobility certifications 

In the mobile era, it has become increasingly important for network engineers to support local, remote and mobile users, as well as provide proper infrastructure. The focus on application and app development now leans more toward mobile environments, requiring security professionals to thoroughly address mobility from all perspectives.

Due to the fast-changing nature of mobile technology, not many mobility certifications have become widely adopted. However, a few of the top mobility certifications can help IT professionals stand out in this rapidly evolving field. 

If part of your job includes selling and implementing an IT solution, you may want to pursue the best sales certifications. You’ll show your organization that you’re willing to go above and beyond to reach sales targets.

Best computer hardware certifications 

As remote and computer-based work has become more common, it’s more important than ever that businesses and individuals be able to maintain their hardware. While discussions about potential computer-related jobs often revolve around software work and coding, jumping into the IT field by becoming a computer technician is an excellent starting point.

Today, thousands of hardware technician jobs are available across the country. Entering this industry becomes more accessible for those who acquire computer hardware certifications. These certifications can showcase your expertise and proficiency in the upkeep of computers, mobile devices, printers and other hardware components.

Best Google Cloud certifications 

IT pros with solid cloud computing skills continue to be in high demand as more companies adopt cloud technologies. Today, Google Cloud is one of the market leaders in the cloud computing space. 

Regardless of where you are in your IT career, engaging with certification programs can demonstrate your willingness to keep on top of rapidly evolving cloud technologies. To that end, Google has introduced a host of certifications for its cloud platform, including the following: 

Best evergreen IT certifications

In the fast-changing world of technology, it can help to focus on certifications that have stood the test of time. “Evergreen” refers to certifications that remain popular year after year. 

The top evergreen certifications are based on exact pay surveys in IT, reports from IT professionals about certifications they want or pursue the most, and those that appear most frequently in online job postings. Obtaining these credentials is one step toward ensuring that your skills remain relevant for a long time: 

Best IT governance certifications 

IT governance provides structure for aligning a company’s IT with its business strategies. Organizations faced with compliance rigors always need experienced IT pros who can see the big picture and understand technology risks. This means certified IT governance professionals are likely to remain in high demand.

Earning one of the following certifications proves a commitment to understanding the role of IT governance and its position in a company’s current and future success. Getting certified can validate your expert knowledge and lead to advanced career opportunities.

Best system administrator certifications 

An IT system administrator is responsible for managing and maintaining the information technology infrastructure within an organization. The position demands sought-after career skills, ranging from configuring and maintaining servers and clients to managing access controls, network services, and addressing application resource requirements.

If you’re in charge of managing modern servers, there’s a long list of tools and technologies that system administrators must master. Obtaining some of the most prominent system administrator certifications can demonstrate your mastery to potential employers. 

Best ITIL certifications 

ITIL, or Information Technology Infrastructure Library, was developed to establish standardized best practices for IT services within government agencies. Over the ensuing four decades, businesses of all types embraced, modified, and extended ITIL, shaping it into a comprehensive framework for managing IT service delivery. 

The ITIL framework remains the benchmark for best practices in IT service and delivery management, offering certification programs that cater to IT professionals at all levels. These training and certification courses ensure that IT professionals stay well-prepared for the ongoing evolution in IT service delivery management. There are four certifications in the ITIL certification program:

Best enterprise architect certifications 

An IT enterprise architect is responsible for designing and managing the overall structure and framework of an organization’s information technology system. Enterprise architect certifications are among the highest that an IT professional can achieve; fewer than 1 percent ultimately reach this level. 

Enterprise architects are among the highest-paid employees and consultants in the tech industry. These certifications can put IT professionals on a path to many lucrative positions. The average worker earns over six figures annually. Some top enterprise architect certifications are listed below:

To become an enterprise IT architect, you’ll need knowledge of systems deployment, design and architecture, as well as a strong business foundation.

Best CompTIA certifications

CompTIA is a nonprofit trade association made up of more than 2,000 member organizations and 3,000 business partners. The organization’s vendor-neutral certification program is one of the best recognized in the IT industry. Since CompTIA developed its A+ credential in 1993, it has issued more than two million certifications.

CompTIA certifications are grouped by skill set and focus on the real-world skills IT professionals need. Armed with these credentials, you can demonstrate that you know how to manage and support IT infrastructure. 

Best Oracle certifications 

A longtime leader in database software, Oracle also offers cloud solutions, servers, engineered systems, storage, and more. The company has more than 430,000 customers in 175 countries. 

Today, Oracle’s training program offers six certification levels that span 16 product categories with more than 200 individual credentials. Considering the depth and breadth of this program — and the number of Oracle customers — it’s no surprise that Oracle certifications are highly sought after. 

Vendor-specific certifications address a particular vendor’s hardware and software. For example, you can pursue Oracle certifications and Dell certifications to become an expert in those companies’ environments.

Best business continuity and disaster recovery certifications

Business continuity and disaster recovery keep systems running and data available in the event of interruptions or faults. These programs bring systems back to normal operation after a disaster has occurred.

Business continuity and disaster recovery certifications are seeing a healthy uptrend as new cloud-based tools grow in popularity. While business continuity planning and disaster recovery planning have always been essential, they’re becoming more critical than ever — and IT certifications are following suit.

Tue, 02 Jan 2024 09:59:00 -0600 en text/html https://www.businessnewsdaily.com/10953-best-it-certifications.html
Commissioners candidate resigns from board

Dec. 15—HERMITAGE — After running a successful campaign, commissioner-elect William G. McConnell Jr. will be resigning from the Hermitage Board of Commissioners in favor of a county position — leaving a vacancy on the board that will need filled early next year.

McConnell previously secured a two-year term on the Board of Commissioners as a Republican candidate during the November general election.

However, McConnell said he also received an offer that same month to serve as solicitor to the Mercer County Board of Commissioners.

Since county code prevents the solicitor from serving as a member of a municipal legislative body, McConnell said he had to choose between serving as the county solicitor or as Hermitage commissioner.

Believing he could have a bigger impact on the community by serving at the county level, McConnell said he submitted a letter of resignation to Hermitage city Manager Gary Hinkson earlier this month.

"I was disappointed that I couldn't serve as both," McConnell said of the positions.

While McConnell has prior experience serving on the Hermitage Board of Commissioners from 2018 through 2021, he also served as the county's litigation solicitor from 2004 through 2011.

McConnell has served as solicitor for other entities throughout the county over the years as well, including the townships of South Pymatuning and Lackawannock, and the Mercer County Industrial Development Authority.

McConnell's resignation from the Hermitage Board of Commissioners will take effect on Jan. 2, 2024, the same date as the commissioners' special meeting to swear-in new members and the beginning of his time as county solicitor, McConnell said.

Hinkson briefed the Hermitage commissioners on McConnell's resignation at the board's work session Thursday evening, along with the process for appointing someone to fill the vacancy.

Hinkson said the same process was previously implemented when vacancies were created by the deaths of William Scanlon in 2004 and William Finzel in 2010.

"It's a transparent process that has worked out well for us before," Hinkson said.

The Hermitage commissioners will vote to begin the process on Jan. 2. The vacancy must be filled within 30 days of McConnell's resignation taking effect, Hinkson said.

The first step will include issuing a public notice for interested applicants through the city's website, social media and the Herald. Candidates must be qualified Hermitage voters and of the same political party as the departing commissioner — in this case, a Republican.

The notice will include the requirements and the date and time that letters of interest and resumes must be received at the city, Hinkson said.

The commissioners will then set a date and time for a public meeting, where the candidates will be questioned by the city's solicitor, Brett Stedman.

Each candidate will receive the same questions, but the process will rotate through the candidates, giving each candidate the opportunity to answer a question first. The candidates will also have the opportunity to supply opening and closing statements, Hinkson said.

After the question period, there will be a short break where the commissioners can review their notes. This break will be held in public, rather than in an executive session.

The commissioners will vote to appoint one of the candidates, who will take the oath of office at that same meeting, Hinkson said.

Hinkson recommended that anyone interested in serving on the Board of Commissioners refrain from submitting letters of interest until after the commissioners take official action on Jan. 2 and accept McConnell's resignation notice.

McConnell said he hoped the vacancy-filling process will encourage younger residents of Hermitage to consider serving on the Board of Commissioners and bring a new perspective to city operations.

"Hopefully it will be someone who has worldly experience and exercises independent judgement," McConnell said.

Like David L. Dye on Facebook or email him at ddye@sharonherald.com.


(c)2023 The Herald (Sharon,Pa)

Visit The Herald (Sharon,Pa) at www.sharonherald.com

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Fri, 15 Dec 2023 10:00:00 -0600 en text/html https://www.dailyitem.com/wire/state/commissioners-candidate-resigns-from-board/article_7ecac8ff-3ac0-577a-8d7f-e96e384e1d87.html
Meet The Candidates: Superintendant Race

Published 10:30 am Saturday, December 30, 2023

As the new year begins, so too does Chambers County’s school district superintendent election. The county had three candidates qualified for the upcoming race: Sharon Weldon, Winford Ashmore and the incumbent Casey Chambley.

Chambley, a native of Chambers County, has worked in the school district since 2016 when he was hired as an assistant principal for LaFayette High School. Before he won the election for superintendent, Chambley was serving as the vice principal at Valley High School.  

Entering the office in 2020, Chambley first had to contend with the new challenges presented by the COVID-19 pandemic. Moving students online proved difficult not just in the short-term but in the long-term as well. 

Chambley said the pandemic has caused a teacher shortage as well as a learning gap for students. 

During the last year in office, Chambley has also worked with the school board to move forward with the 30-year-old court order to consolidate schools in the county. Though Chambley said there are things he would do differently to move the process along, he is satisfied with the result of the decision on the consolidated high school.  

“We would have to do it the same because we had to make a decision. There was really no other way to go,” Chambley said. “The other choices that we had on the table would have been more detrimental to our community and our county and we took the lesser of the two evils and made a decision and moved forward.”

With the final order given in July, Chambley said he looks forward to moving on to more routine, district-level projects in the new year if he is re-elected. 

Weldon has been an educator and administrator in the county school system for many years. A Chambers County native, she worked in the central office for 11 years before returning to the classroom to teach math this year.

“A vote for me is a vote for us,” Weldon said. 

With her certification with the state’s superintendent academy and her Ph.D. in Educational Administration, Weldon said she feels ready to take on the role to Boost the schools and county. 

“I see things that are going on in our community. And with our students, especially now that I’m back in the classroom, I just want more,” Weldon said. “I want more for them. I want more for the community.”

Weldon said her platform is focused on the students, the teachers and respect for the county as a whole. With the COVID-19 gap, many students are facing new challenges with the curriculum. Weldon said she plans to meet the needs of the teachers as well as the students. 

The school district has faced a lot of challenges with the court hearing on the consolidated high school. Weldon said her top priority is the students of the county. She said it’s the school district’s responsibility to ensure students don’t lose interest in school if they don’t have access to extracurricular activities due to a disparate transportation issue burden.

“I’ve really worked hard not to have an opinion on it because I want to do what’s best for all the children, all the students,” Weldon said. “I do think that if you have it on one extreme of the county, there is a whole lot you’re going to have to do with ongoing added cost.”

However, Weldon said she acknowledges that the decision was voted on by the school board. She said she respects the board and plans to work respectfully with them and the community. 

This will be Ashmore’s third time running for the superintendent role in Chambers County. He also ran against Dr. Kelli Hodge and Dr. Casey Chambley in 2016. Later, he challenged Casey Chambley again in 2020. 

Ashmore, from Opelika, worked at LaFayette High School in 2016. While there, he said it was a low-performing district and he believed that the district needed new leadership.

“I realized that, you know, that I gotta be the change. If this thing is going to change, I got to be that change,” Ashmore said.

Ashmore left the school district in 2016. He said his goal if he wins the election is to focus on the school district to inspect the quality of teaching, instill effective leadership and incorporate community input. 

“No one in education is an island now,” Ashmore said. 

Ashmore said he hopes to be an advocate for the students of the whole district when it comes to the consolidation. He said he would have taken more input from the community on its needs for the consolidated high school.

Sat, 30 Dec 2023 01:30:00 -0600 en text/html https://www.valleytimes-news.com/2023/12/meet-the-candidates-superintendant-race/
NC school board candidate can remain on the ballot, elections board rules

CATAWBA COUNTY, N.C. — A Newton-Conover School Board candidate is eligible to run for election, the North Carolina State Board of Elections ruled.

Brad Scott is challenging Ivey Robinson’s eligibility in the Republican primary for the Newton district seat on the Newton-Conover Board of Education.

Scott said that when Robinson filed for office, she was originally listed as running for the Conover seat on the board instead. Election officials corrected this after the filing period closed.

The Catawba County Board of Elections rejected Scott’s challenge, saying an employee made a mistake.

The state Board of Elections rejected Scott’s candidate challenge, and Robinson will stay on the ballot.

VIDEO: NC Board of Elections investigates claim about judicial candidate’s residency

Wed, 03 Jan 2024 05:40:00 -0600 en text/html https://www.wsoctv.com/news/local/school-board-candidate-seat-be-challenged-by-board-education/QJT2HMA3TBAIXMWD234FHX3GUY/
Changes in Board Certification Could Boost Vascular Surgery Training

Certification and Accreditation

Certification in vascular surgery (VS) in the United States is currently the responsibility of the American Board of Surgery (ABS), which is also responsible for certification in general surgery (GS). The ABS is one of 24 certifying boards that are members of the American Board of Medical Specialties (ABMS). As such, it is responsible for certifying those surgeons who are found to be qualified after meeting specific training requirements and completing an examination process. Certification in VS is specifically overseen by the Vascular Surgery Board (VSB), a component board of the ABS. Details of the ABS and VSB structure can be found on their Web site ( www.absurgery.org ). It should be noted that the ABS is responsible for certification of individuals and is not responsible for hospital credentialing or surgeon reimbursement.

Accreditation of VS training programs in the United States is the responsibility of the Accreditation Council for Graduate Medical Education (ACGME), which develops accreditation standards and reviews accredited programs for compliance. In VS and GS, this is done by the Residency Review Committee for Surgery (RRC-S), one of 26 specialty-specific review committees of the ACGME. Details of the ACGME and RRC-Surgery structures can be found on their Web site ( www.acgme.org ). It should be noted that the RRC-S is responsible for establishing minimal training requirements in VS training programs but is not responsible for individual surgeon certification. However, surgeons seeking certification by an ABMS board must successfully complete an ACGME-accredited residency training program.

Currently, VS is a specialty board of the ABS, such that primary certification in GS is required before a secondary certificate in VS can be obtained. Similarly, completion of an ACGME-accredited residency program in GS is a prerequisite for VS training in an ACGME-accredited program. However, recertification in GS is not required to maintain certification in VS.

Fri, 22 Dec 2023 10:00:00 -0600 en text/html https://www.medscape.com/viewarticle/498511
Abilene Board of Trustees names experienced administrator as interim superintendent

The Abilene Board of Trustees named Dr. James M. Largent as the district’s interim superintendent following Dr. David Young’s transition into retirement in January 2024.

Young will officially retire from Abilene ISD June 30, 2024. He stated his belief in Largent’s abilities and experience to lead the district as the Board searches for the next full-time superintendent.

“Dr. Largent is a veteran Texas school leader with a statewide track record of success,” said Young. “I am certain the Abilene ISD community will benefit greatly from his steady and professional leadership while our Board completes the superintendent search process.”

The Abilene Board of Trustees announced Dr. James Largent as interim superintendent on Monday, Dec. 11. Largent has previously served as superintendent in Granbury ISD, Rusk ISD and Chireno ISD. He also served two terms as interim superintendent in New Braunfels ISD.

Largent has 21 years of superintendent experience and 31 years of service in Texas public schools.

“On behalf of the Board of Trustees, I would like to express our confidence in Dr. Largent’s leadership experience and administrative skills,” said Daryl Zeller, Abilene ISD Board President. “We are excited to have Dr. Largent on our team as we work diligently to select the best candidate to lead AISD into a bright future.”

He is currently the founder and CEO of Largent Consulting, LLC, and works to support schools and corporate partners in executive searches and superintendent mentorship.

Prior to the 2018 establishment of his consulting firm, Largent served as superintendent of schools in Granbury ISD, Rusk ISD and Chireno ISD. He also served two separate terms as interim superintendent for New Braunfels ISD.

His experience includes more than a decade of service in teacher and administrative positions for high school and athletic programs.

Largent is a four-time nominee for Superintendent of the Year in Regions 7 and 11. He was presented with the Key to the City of Granbury in 2018 and awarded an honorary life membership from Texas Association of School Administrators in 2019.

Largent holds a doctoral degree in education from Sam Houston State University and a superintendent certification from Texas A&M University-Commerce. He also completed a master’s degree in educational administration at SHSU and a bachelor’s degree in physical education at Lamar University. He is the author of Leading in Chaos: A Commonsense Blueprint for New and Aspiring School Leaders, a 2022 Amazon bestseller.

In addition to his career as an educator and administrator, Largent has served Texas students and communities as a leader for the Texas Association of School Administrators, Texas Music Educators Association, Texas Association of Mid-Sized Schools, and Texas Association of Community Schools. He is a previous member of the governing board of the American Association of School Administrators and prior chairman for the Granbury Chamber of Commerce and Lake Granbury Medical Center.

“I am excited to get to work with AISD’s students, staff, and school board in the spring,” said Largent. “I have a lot of respect for Dr. Young and the job he has done for the past nine years in the district. My goal will be to provide support to the staff and students and continue the great work happening in Abilene ISD schools, while providing a smooth transition between Dr. Young and the next superintendent of AISD.”

This article originally appeared on Abilene Reporter-News: Abilene Board of Trustees names interim superintendent following Young

Mon, 11 Dec 2023 18:17:00 -0600 en-US text/html https://www.aol.com/abilene-board-trustees-names-experienced-161636787.html
Commissioners candidate resigns from board

Dec. 15—HERMITAGE — After running a successful campaign, commissioner-elect William G. McConnell Jr. will be resigning from the Hermitage Board of Commissioners in favor of a county position — leaving a vacancy on the board that will need filled early next year.

McConnell previously secured a two-year term on the Board of Commissioners as a Republican candidate during the November general election.

However, McConnell said he also received an offer that same month to serve as solicitor to the Mercer County Board of Commissioners.

Since county code prevents the solicitor from serving as a member of a municipal legislative body, McConnell said he had to choose between serving as the county solicitor or as Hermitage commissioner.

Believing he could have a bigger impact on the community by serving at the county level, McConnell said he submitted a letter of resignation to Hermitage city Manager Gary Hinkson earlier this month.

"I was disappointed that I couldn't serve as both," McConnell said of the positions.

While McConnell has prior experience serving on the Hermitage Board of Commissioners from 2018 through 2021, he also served as the county's litigation solicitor from 2004 through 2011.

McConnell has served as solicitor for other entities throughout the county over the years as well, including the townships of South Pymatuning and Lackawannock, and the Mercer County Industrial Development Authority.

McConnell's resignation from the Hermitage Board of Commissioners will take effect on Jan. 2, 2024, the same date as the commissioners' special meeting to swear-in new members and the beginning of his time as county solicitor, McConnell said.

Hinkson briefed the Hermitage commissioners on McConnell's resignation at the board's work session Thursday evening, along with the process for appointing someone to fill the vacancy.

Hinkson said the same process was previously implemented when vacancies were created by the deaths of William Scanlon in 2004 and William Finzel in 2010.

"It's a transparent process that has worked out well for us before," Hinkson said.

The Hermitage commissioners will vote to begin the process on Jan. 2. The vacancy must be filled within 30 days of McConnell's resignation taking effect, Hinkson said.

The first step will include issuing a public notice for interested applicants through the city's website, social media and the Herald. Candidates must be qualified Hermitage voters and of the same political party as the departing commissioner — in this case, a Republican.

The notice will include the requirements and the date and time that letters of interest and resumes must be received at the city, Hinkson said.

The commissioners will then set a date and time for a public meeting, where the candidates will be questioned by the city's solicitor, Brett Stedman.

Each candidate will receive the same questions, but the process will rotate through the candidates, giving each candidate the opportunity to answer a question first. The candidates will also have the opportunity to supply opening and closing statements, Hinkson said.

After the question period, there will be a short break where the commissioners can review their notes. This break will be held in public, rather than in an executive session.

The commissioners will vote to appoint one of the candidates, who will take the oath of office at that same meeting, Hinkson said.

Hinkson recommended that anyone interested in serving on the Board of Commissioners refrain from submitting letters of interest until after the commissioners take official action on Jan. 2 and accept McConnell's resignation notice.

McConnell said he hoped the vacancy-filling process will encourage younger residents of Hermitage to consider serving on the Board of Commissioners and bring a new perspective to city operations.

"Hopefully it will be someone who has worldly experience and exercises independent judgement," McConnell said.

Like David L. Dye on Facebook or email him at ddye@sharonherald.com.

Fri, 15 Dec 2023 10:00:00 -0600 en-US text/html https://news.yahoo.com/commissioners-candidate-resigns-board-045900429.html




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