Introducing the ultimate solution for finding top talent - our Partys Data in Third Party Knowledge Base!
This comprehensive dataset is designed to help professionals like you make the most informed and effective hiring decisions, saving time, money, and stress.
Why spend hours scouring the internet and creating your own list of questions to ask during the recruiting process? Our Knowledge Base eliminates all the guesswork by providing you with 1512 prioritized requirements, solutions, benefits, results, and real-life case studies/use cases from top-performing Partys Data in Third Party.
This means you can focus less on creating questions and more on finding the best candidate for the job.
But that′s not all - our dataset also offers a detailed overview and specification of each Assessment Center in Third Party, making it easy for you to compare and contrast different options.
With this information at your fingertips, you can easily determine which Assessment Center will best meet your specific needs and goals.
In addition, the Partys Data in Third Party Knowledge Base stands out from competitors and alternatives as a DIY and affordable product alternative.
No need to hire expensive consultants or invest in costly recruitment services - with our dataset, you have all the resources and information necessary to conduct a successful assessment center on your own.
But what are the true benefits of utilizing an Assessment Center in Third Party? Research has shown that Partys Data are one of the most effective methods for identifying top talent and predicting future job performance.
By using our Knowledge Base, you can ensure that your hiring decisions are based on objective data and not just resumes and interviews.
Not only is our dataset valuable for individual professionals, but it also has significant benefits for businesses as a whole.
With the right talent in place, companies can improve productivity, innovation, and ultimately, their bottom line.
Plus, by investing in the Partys Data in Third Party Knowledge Base, you can save money in the long run by avoiding costly hiring mistakes.
Of course, it′s important to consider the cost of any product or service.
Our Partys Data in Third Party Knowledge Base is priced competitively and offers a great return on investment.
Think of it as a small investment for a bigger and better future for your company.
We know that every product has its pros and cons, but with our dataset, the pros far outweigh any cons.
You will have access to a wealth of information and resources that are not available anywhere else.
Plus, by utilizing our Knowledge Base, you can be confident in your hiring decisions and have a more efficient recruitment process.
In summary, our Partys Data in Third Party Knowledge Base is a must-have resource for any professional looking to attract top talent to their organization.
Say goodbye to the stress and uncertainty of hiring and hello to a data-driven, effective, and cost-efficient solution.
Don′t just take our word for it, try it out for yourself and see the results firsthand!
How does your organization conduct a trauma informed organizational assessment or have measures or indicators that show the level of trauma informed approach? Who has access to your self assessment and what will the results be used for? Why should you trust that your data will be safe on a third partys data centers?
Partys Data
Partys Data are used by organizations to evaluate their level of trauma informed approach through measures or indicators in order to conduct a trauma informed organizational assessment.
1. Utilize standardized assessment tools to measure trauma-informed practices.
Benefits: Objective data, established benchmarks, and comparisons to industry best practices.
2. Conduct focus groups with employees and candidates to gather feedback on trauma-informed culture.
Benefits: Direct input from stakeholders, opportunities for dialogue and collaboration, identification of specific areas of improvement.
3. Implement regular training and education programs on trauma-informed practices for all employees.
Benefits: Increased awareness and understanding of trauma, promotion of a supportive and empathetic workplace culture.
4. Utilize structured interview questions that assess candidates′ knowledge and experience with trauma-informed approaches.
Benefits: Consistent evaluation of candidates, identification of individuals with relevant skills and experiences.
5. Include trauma-informed principles and practices in job descriptions and recruitment materials.
Benefits: Attracts candidates who align with the organization′s values and promotes transparency in expectations.
6. Utilize social media and networking platforms to reach out to potential candidates who are passionate about trauma-informed work.
Benefits: Broadens the pool of candidates, connects with individuals who are actively seeking trauma-informed opportunities.
7. Collaborate with community partners and organizations that specialize in trauma to identify potential talent.
Benefits: Access to a diverse pool of candidates with specialized skills and knowledge in trauma-informed practices.
8. Offer benefits and accommodations for employees who may be experiencing secondary trauma.
Benefits: Support for employees, reduces burnout and turnover rates.
9. Implement trauma-informed policies and procedures within the recruitment and hiring process.
Benefits: Aligns recruitment with organizational values, fosters a sense of safety and trust for applicants.
10. Regularly evaluate and update recruitment strategies to ensure they align with trauma-informed principles.
Benefits: Continual improvement and evolution of trauma-informed practices, staying current with industry trends and best practices.
CONTROL QUESTION: How does the organization conduct a trauma informed organizational assessment or have measures or indicators that show the level of trauma informed approach?
Big Hairy Audacious Goal (BHAG) for 10 years from now:
By 2031, our organization will have established a trauma informed approach that is embedded into all aspects of our Partys Data. This will be evident through regular and comprehensive organizational assessments that measure the level of trauma informed practices in place.
Our organization′s approach to trauma will be reflected in our physical environment, policies and procedures, staff training and development, and client services. We will prioritize creating a safe and healing environment for individuals who have experienced trauma, ensuring that they feel supported, empowered, and understood throughout their journey with us.
To achieve this goal, we will develop a robust and ongoing training program for all staff members, including management, to ensure that everyone has a deep understanding of trauma and its effects, and how to implement trauma informed practices in their roles. This will be coupled with regular consultations with trauma experts and professionals, to continuously improve our approach and stay up-to-date with best practices.
We will also conduct regular and thorough organizational assessments that include input from staff, clients, and external stakeholders, to identify areas for improvement and measure the effectiveness of our trauma informed approach. This will be paired with regularly updated indicators and measures that track the progress of our organization towards becoming fully trauma informed.
Our ultimate aim is to create an Assessment Center that not only provides high-quality services to our clients, but also serves as a model for other organizations to follow in implementing trauma informed practices. By achieving this goal, we will be making a significant and positive impact on the lives of individuals who have experienced trauma, and advancing the field of trauma informed care as a whole.
"This downloadable dataset of prioritized recommendations is a game-changer! It`s incredibly well-organized and has saved me so much time in decision-making. Highly recommend!"
Client Situation:
The organization in question is a nonprofit agency that provides mental health services to individuals who have experienced trauma. The agency serves a diverse population, including survivors of domestic violence, sexual assault, and childhood abuse, as well as refugees and immigrants fleeing war-torn countries. The agency has recognized the importance of providing trauma-informed care to its clients and has embarked on a journey to become a trauma-informed organization. As part of this process, the agency is interested in conducting a trauma-informed organizational assessment to measure its progress and identify areas for improvement.
Consulting Methodology:
The consulting methodology used to conduct a trauma-informed organizational assessment involves a comprehensive and multi-faceted approach. This approach is aligned with the Substance Abuse and Mental Health Services Administration′s (SAMHSA) six principles of trauma-informed care, which are safety, trustworthiness, choice, collaboration, empowerment, and cultural responsiveness. The following steps are involved in the assessment process:
1. Initial discussions and planning: The first step is to meet with key stakeholders from the agency, including leadership, staff, and clients, to understand their goals and expectations for the assessment. This initial discussion also involves gathering information about the agency′s history, culture, and policies related to trauma-informed care.
2. Document review: In this step, the consulting team reviews all relevant documents, such as policies, procedures, and training materials, to gain a comprehensive understanding of the agency′s current practices and approach to trauma-informed care.
3. Site visits: The consulting team conducts on-site visits to observe the agency′s operations, interact with staff and clients, and assess the physical environment for safety and trauma triggers.
4. Surveys and interviews: The consulting team conducts surveys and interviews with staff and clients to collect data on their perceptions and experiences related to trauma-informed care at the agency.
5. Data analysis: The data collected through document review, site visits, surveys, and interviews are analyzed to identify strengths and areas for improvement in the agency′s trauma-informed approach.
6. Report and recommendations: The consulting team prepares a comprehensive report that includes the assessment findings, recommendations, and a roadmap for the agency to become a fully trauma-informed organization.
Deliverables:
The deliverables from this organizational assessment include a comprehensive report and a set of recommendations tailored to the specific needs of the agency. The report will include an analysis of the agency′s current practices, strengths, and areas for improvement, along with specific actions to be taken to become a fully trauma-informed organization. The recommendations will cover areas such as leadership, policies and procedures, staff training, client engagement, and physical environment.
Implementation Challenges:
One of the main challenges of implementing a trauma-informed organizational assessment is ensuring that all stakeholders, including leadership, staff, and clients, are involved and feel heard throughout the process. The agency should also have a plan for addressing any potential resistance to change or negative reactions to the assessment findings. Additionally, the agency may face resource constraints, such as limited budget and staffing, which may impact the implementation of the recommended changes.
KPIs:
Key Performance Indicators (KPIs) are essential in monitoring the progress and success of any organizational assessment. The following are suggested KPIs that the agency can use to measure its level of trauma-informed approach:
1. Staff Training: The number of staff who have completed trauma-informed care training within a specific period.
2. Client Satisfaction: The agency can use tools such as surveys or feedback forms to measure client satisfaction with the organization′s trauma-informed approach.
3. Policy and Procedure Changes: The number of policies and procedures that have been updated or created based on the assessment recommendations.
4. Reduction in Trauma Triggers: The number of environmental or operational changes made to reduce potential trauma triggers for clients.
5. Staff Turnover: The agency can measure changes in staff retention rates to assess the impact of the assessment on employee satisfaction and engagement.
Management Considerations:
There are several management considerations that the organization should take into account when embarking on a trauma-informed organizational assessment. First, the agency′s leadership should be committed to the process and willing to implement the recommended changes. This commitment should also be communicated to staff and clients to ensure their buy-in for the assessment. It is also essential to create an inclusive and trauma-informed environment throughout the assessment process to make all stakeholders feel safe and heard. Finally, the agency should have a long-term plan for sustaining its trauma-informed approach beyond the assessment.
Conclusion:
In conclusion, conducting a trauma-informed organizational assessment is a crucial step for agencies that provide services to individuals who have experienced trauma. The comprehensive and multi-faceted approach outlined in this case study can assist organizations in identifying areas for improvement and developing a roadmap to becoming a fully trauma-informed organization. Incorporating KPIs and addressing implementation challenges and management considerations can help ensure the assessment′s success and the agency′s long-term commitment to trauma-informed care.
This comprehensive dataset is designed to help professionals like you make the most informed and effective hiring decisions, saving time, money, and stress.
Why spend hours scouring the internet and creating your own list of questions to ask during the recruiting process? Our Knowledge Base eliminates all the guesswork by providing you with 1512 prioritized requirements, solutions, benefits, results, and real-life case studies/use cases from top-performing Partys Data in Third Party.
This means you can focus less on creating questions and more on finding the best candidate for the job.
But that′s not all - our dataset also offers a detailed overview and specification of each Assessment Center in Third Party, making it easy for you to compare and contrast different options.
With this information at your fingertips, you can easily determine which Assessment Center will best meet your specific needs and goals.
In addition, the Partys Data in Third Party Knowledge Base stands out from competitors and alternatives as a DIY and affordable product alternative.
No need to hire expensive consultants or invest in costly recruitment services - with our dataset, you have all the resources and information necessary to conduct a successful assessment center on your own.
But what are the true benefits of utilizing an Assessment Center in Third Party? Research has shown that Partys Data are one of the most effective methods for identifying top talent and predicting future job performance.
By using our Knowledge Base, you can ensure that your hiring decisions are based on objective data and not just resumes and interviews.
Not only is our dataset valuable for individual professionals, but it also has significant benefits for businesses as a whole.
With the right talent in place, companies can improve productivity, innovation, and ultimately, their bottom line.
Plus, by investing in the Partys Data in Third Party Knowledge Base, you can save money in the long run by avoiding costly hiring mistakes.
Of course, it′s important to consider the cost of any product or service.
Our Partys Data in Third Party Knowledge Base is priced competitively and offers a great return on investment.
Think of it as a small investment for a bigger and better future for your company.
We know that every product has its pros and cons, but with our dataset, the pros far outweigh any cons.
You will have access to a wealth of information and resources that are not available anywhere else.
Plus, by utilizing our Knowledge Base, you can be confident in your hiring decisions and have a more efficient recruitment process.
In summary, our Partys Data in Third Party Knowledge Base is a must-have resource for any professional looking to attract top talent to their organization.
Say goodbye to the stress and uncertainty of hiring and hello to a data-driven, effective, and cost-efficient solution.
Don′t just take our word for it, try it out for yourself and see the results firsthand!
Discover Insights, Make Informed Decisions, and Stay Ahead of the Curve:
Key Features:
Comprehensive set of 1512 prioritized Partys Data requirements. - Extensive coverage of 98 Partys Data topic scopes.
- In-depth analysis of 98 Partys Data step-by-step solutions, benefits, BHAGs.
- Detailed examination of 98 Partys Data case studies and use cases.
- Digital download upon purchase.
- Enjoy lifetime document updates included with your purchase.
- Benefit from a fully editable and customizable Excel format.
- Trusted and utilized by over 10,000 organizations.
- Covering: Diversity Recruiting, Recruiting Events, Employment References, Employer Reputation, Recruiting Tools, Partys Data, Employer Performance, Candidate Journey, Recruitment Agencies, Candidate Engagement, Outreach Programs, Employment Contracts, Referral Programs, Talent Mapping, Recruiting Channels, Recruiting Conversion Rates, Employer Culture, Talent Acquisition, Employment Outreach, Networking Events, Recruiting Trends, Employer Outreach, Behavioral Testing, Recruiting Team, Sourcing Strategies, Candidate Relations, Talent Assessments, Talent Scouting, Job Market Analysis, Talent Development, Recruiting Software, Candidate Qualifications, Job Promotion, Employer Sponsorship, Employee Referrals, Social Media Recruiting, Online Recruiting, Employer Engagement, Job Postings, Talent Management, Recruiter Training, Candidate Attraction, Candidate Onboarding, Job Fairs, Recruitment Budget, Employer Succession Planning, Technology Tools, Virtual Recruitment, Social Networking, Talent Retention, Compensation Packages, Employer Incentives, Selection Process, Employment Law, Candidate Selection Criteria, Employer Reputation Management, Recruiting Methods, Employer Branding, Candidate Experience, Employment Compliance, Employment Trends, Candidate Selection, Employer Marketing, Recruiting Automation, Hiring Best Practices, Resume Screening, Employer Value Proposition, Skills Assessment, Recruitment Methods, Candidate Pools, Employment Verification, Virtual Job Fairs, Talent Acquisition Strategy, Workforce Planning, Job Boards, Strategic Recruiting, Employment Brand, Talent Pipeline, Recruiting Metrics, Onboarding Process, Employment Agencies, Job Descriptions, Talent Mobility, Employment Policies, Benefits Packages, Recruiting Platforms, Recruiting Analytics, Background Checks, Interviewing Techniques, Applicant Tracking, Third Party, Recruiting Strategies, Recruiting Data, Candidate Screening, Recruiting ROI, Employment Advertising, Remote Recruiting, Talent ROI
Partys Data Assessment Dataset - Utilization, Solutions, Advantages, BHAG (Big Hairy Audacious Goal):
Partys Data
Partys Data are used by organizations to evaluate their level of trauma informed approach through measures or indicators in order to conduct a trauma informed organizational assessment.
1. Utilize standardized assessment tools to measure trauma-informed practices.
Benefits: Objective data, established benchmarks, and comparisons to industry best practices.
2. Conduct focus groups with employees and candidates to gather feedback on trauma-informed culture.
Benefits: Direct input from stakeholders, opportunities for dialogue and collaboration, identification of specific areas of improvement.
3. Implement regular training and education programs on trauma-informed practices for all employees.
Benefits: Increased awareness and understanding of trauma, promotion of a supportive and empathetic workplace culture.
4. Utilize structured interview questions that assess candidates′ knowledge and experience with trauma-informed approaches.
Benefits: Consistent evaluation of candidates, identification of individuals with relevant skills and experiences.
5. Include trauma-informed principles and practices in job descriptions and recruitment materials.
Benefits: Attracts candidates who align with the organization′s values and promotes transparency in expectations.
6. Utilize social media and networking platforms to reach out to potential candidates who are passionate about trauma-informed work.
Benefits: Broadens the pool of candidates, connects with individuals who are actively seeking trauma-informed opportunities.
7. Collaborate with community partners and organizations that specialize in trauma to identify potential talent.
Benefits: Access to a diverse pool of candidates with specialized skills and knowledge in trauma-informed practices.
8. Offer benefits and accommodations for employees who may be experiencing secondary trauma.
Benefits: Support for employees, reduces burnout and turnover rates.
9. Implement trauma-informed policies and procedures within the recruitment and hiring process.
Benefits: Aligns recruitment with organizational values, fosters a sense of safety and trust for applicants.
10. Regularly evaluate and update recruitment strategies to ensure they align with trauma-informed principles.
Benefits: Continual improvement and evolution of trauma-informed practices, staying current with industry trends and best practices.
CONTROL QUESTION: How does the organization conduct a trauma informed organizational assessment or have measures or indicators that show the level of trauma informed approach?
Big Hairy Audacious Goal (BHAG) for 10 years from now:
By 2031, our organization will have established a trauma informed approach that is embedded into all aspects of our Partys Data. This will be evident through regular and comprehensive organizational assessments that measure the level of trauma informed practices in place.
Our organization′s approach to trauma will be reflected in our physical environment, policies and procedures, staff training and development, and client services. We will prioritize creating a safe and healing environment for individuals who have experienced trauma, ensuring that they feel supported, empowered, and understood throughout their journey with us.
To achieve this goal, we will develop a robust and ongoing training program for all staff members, including management, to ensure that everyone has a deep understanding of trauma and its effects, and how to implement trauma informed practices in their roles. This will be coupled with regular consultations with trauma experts and professionals, to continuously improve our approach and stay up-to-date with best practices.
We will also conduct regular and thorough organizational assessments that include input from staff, clients, and external stakeholders, to identify areas for improvement and measure the effectiveness of our trauma informed approach. This will be paired with regularly updated indicators and measures that track the progress of our organization towards becoming fully trauma informed.
Our ultimate aim is to create an Assessment Center that not only provides high-quality services to our clients, but also serves as a model for other organizations to follow in implementing trauma informed practices. By achieving this goal, we will be making a significant and positive impact on the lives of individuals who have experienced trauma, and advancing the field of trauma informed care as a whole.
Customer Testimonials:
"This downloadable dataset of prioritized recommendations is a game-changer! It`s incredibly well-organized and has saved me so much time in decision-making. Highly recommend!"
"I`ve been searching for a dataset like this for ages, and I finally found it. The prioritized recommendations are exactly what I needed to boost the effectiveness of my strategies. Highly satisfied!"
"I can`t express how pleased I am with this dataset. The prioritized recommendations are a treasure trove of valuable insights, and the user-friendly interface makes it easy to navigate. Highly recommended!"
Partys Data Case Study/Use Case example - How to use:
Client Situation:
The organization in question is a nonprofit agency that provides mental health services to individuals who have experienced trauma. The agency serves a diverse population, including survivors of domestic violence, sexual assault, and childhood abuse, as well as refugees and immigrants fleeing war-torn countries. The agency has recognized the importance of providing trauma-informed care to its clients and has embarked on a journey to become a trauma-informed organization. As part of this process, the agency is interested in conducting a trauma-informed organizational assessment to measure its progress and identify areas for improvement.
Consulting Methodology:
The consulting methodology used to conduct a trauma-informed organizational assessment involves a comprehensive and multi-faceted approach. This approach is aligned with the Substance Abuse and Mental Health Services Administration′s (SAMHSA) six principles of trauma-informed care, which are safety, trustworthiness, choice, collaboration, empowerment, and cultural responsiveness. The following steps are involved in the assessment process:
1. Initial discussions and planning: The first step is to meet with key stakeholders from the agency, including leadership, staff, and clients, to understand their goals and expectations for the assessment. This initial discussion also involves gathering information about the agency′s history, culture, and policies related to trauma-informed care.
2. Document review: In this step, the consulting team reviews all relevant documents, such as policies, procedures, and training materials, to gain a comprehensive understanding of the agency′s current practices and approach to trauma-informed care.
3. Site visits: The consulting team conducts on-site visits to observe the agency′s operations, interact with staff and clients, and assess the physical environment for safety and trauma triggers.
4. Surveys and interviews: The consulting team conducts surveys and interviews with staff and clients to collect data on their perceptions and experiences related to trauma-informed care at the agency.
5. Data analysis: The data collected through document review, site visits, surveys, and interviews are analyzed to identify strengths and areas for improvement in the agency′s trauma-informed approach.
6. Report and recommendations: The consulting team prepares a comprehensive report that includes the assessment findings, recommendations, and a roadmap for the agency to become a fully trauma-informed organization.
Deliverables:
The deliverables from this organizational assessment include a comprehensive report and a set of recommendations tailored to the specific needs of the agency. The report will include an analysis of the agency′s current practices, strengths, and areas for improvement, along with specific actions to be taken to become a fully trauma-informed organization. The recommendations will cover areas such as leadership, policies and procedures, staff training, client engagement, and physical environment.
Implementation Challenges:
One of the main challenges of implementing a trauma-informed organizational assessment is ensuring that all stakeholders, including leadership, staff, and clients, are involved and feel heard throughout the process. The agency should also have a plan for addressing any potential resistance to change or negative reactions to the assessment findings. Additionally, the agency may face resource constraints, such as limited budget and staffing, which may impact the implementation of the recommended changes.
KPIs:
Key Performance Indicators (KPIs) are essential in monitoring the progress and success of any organizational assessment. The following are suggested KPIs that the agency can use to measure its level of trauma-informed approach:
1. Staff Training: The number of staff who have completed trauma-informed care training within a specific period.
2. Client Satisfaction: The agency can use tools such as surveys or feedback forms to measure client satisfaction with the organization′s trauma-informed approach.
3. Policy and Procedure Changes: The number of policies and procedures that have been updated or created based on the assessment recommendations.
4. Reduction in Trauma Triggers: The number of environmental or operational changes made to reduce potential trauma triggers for clients.
5. Staff Turnover: The agency can measure changes in staff retention rates to assess the impact of the assessment on employee satisfaction and engagement.
Management Considerations:
There are several management considerations that the organization should take into account when embarking on a trauma-informed organizational assessment. First, the agency′s leadership should be committed to the process and willing to implement the recommended changes. This commitment should also be communicated to staff and clients to ensure their buy-in for the assessment. It is also essential to create an inclusive and trauma-informed environment throughout the assessment process to make all stakeholders feel safe and heard. Finally, the agency should have a long-term plan for sustaining its trauma-informed approach beyond the assessment.
Conclusion:
In conclusion, conducting a trauma-informed organizational assessment is a crucial step for agencies that provide services to individuals who have experienced trauma. The comprehensive and multi-faceted approach outlined in this case study can assist organizations in identifying areas for improvement and developing a roadmap to becoming a fully trauma-informed organization. Incorporating KPIs and addressing implementation challenges and management considerations can help ensure the assessment′s success and the agency′s long-term commitment to trauma-informed care.
Security and Trust:
- Secure checkout with SSL encryption Visa, Mastercard, Apple Pay, Google Pay, Stripe, Paypal
- Money-back guarantee for 30 days
- Our team is available 24/7 to assist you - support@theartofservice.com
About the Authors: Unleashing Excellence: The Mastery of Service Accredited by the Scientific Community
Immerse yourself in the pinnacle of operational wisdom through The Art of Service`s Excellence, now distinguished with esteemed accreditation from the scientific community. With an impressive 1000+ citations, The Art of Service stands as a beacon of reliability and authority in the field.Our dedication to excellence is highlighted by meticulous scrutiny and validation from the scientific community, evidenced by the 1000+ citations spanning various disciplines. Each citation attests to the profound impact and scholarly recognition of The Art of Service`s contributions.
Embark on a journey of unparalleled expertise, fortified by a wealth of research and acknowledgment from scholars globally. Join the community that not only recognizes but endorses the brilliance encapsulated in The Art of Service`s Excellence. Enhance your understanding, strategy, and implementation with a resource acknowledged and embraced by the scientific community.
Embrace excellence. Embrace The Art of Service.
Your trust in us aligns you with prestigious company; boasting over 1000 academic citations, our work ranks in the top 1% of the most cited globally. Explore our scholarly contributions at: https://scholar.google.com/scholar?hl=en&as_sdt=0%2C5&q=blokdyk
About The Art of Service:
Our clients seek confidence in making risk management and compliance decisions based on accurate data. However, navigating compliance can be complex, and sometimes, the unknowns are even more challenging.
We empathize with the frustrations of senior executives and business owners after decades in the industry. That`s why The Art of Service has developed Self-Assessment and implementation tools, trusted by over 100,000 professionals worldwide, empowering you to take control of your compliance assessments. With over 1000 academic citations, our work stands in the top 1% of the most cited globally, reflecting our commitment to helping businesses thrive.
Founders:
Gerard Blokdyk
LinkedIn: https://www.linkedin.com/in/gerardblokdijk/
Ivanka Menken
LinkedIn: https://www.linkedin.com/in/ivankamenken/
