Welcome 2018 Board of Examiners Examiner Training Day 1 - - PowerPoint PPT Presentation

Welcome 2018 Board of Examiners

Examiner Training – Day 1

Introductions

• Name
• Company
• What is your intention for examiner training?
• What are you famous for?

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Team Agreement

How can we make this a successful training course? We will . . .

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Course Objectives

• Expand your understanding of the Baldrige Excellence

Framework

• Prepare examiners to write comments that bring value

to applicants at all levels

• Learn more about the Scorebook Navigator examiner

software

• Practice working as a team
• Network and share knowledge
• Discover opportunities for growth as an examiner

4

Trust the Process!

I hear . . . and I forget. I see . . . and I remember. I do . . . and I understand. Ancient Chinese Proverb

5 5

Examiner Training Improvements

• Lots of change!
• New TNCPE staff
• New Score Summary Worksheet
• New Level 2 workshop
• Level 1 Redesign Pilot
• Introduced in 2017 (and embraced):
• Extra Credit slides (now “Superstar”)
• Scorebook Navigator system

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TNCPE Key Concepts

• Integrity and ethics are critical to our success
• Meet the applicants where they are and help

them improve

• Select the most meaningful comments for the

final feedback report

• So what?
• Be specific!
• Use key factors to focus on what’s important to

the applicant

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Examiner Evaluation Cycle

Complete Pre-work & Training

Independent

Review Consensus Review Site Visit Review Finalize Feedback Report

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Review for Conflict Review the Framework Read the Application Log on to the system Create Key Factor List Click “Done”! Prepare Consensus items Participate in Consensus meeting Prepare Site Visit issues Complete Site Visit Prepare Final Scorebook

12 process items

• Criteria
• Key Factors
• Application: PROCESS
• 6-10 comments

(ADLI)

• Score
• 1 Feedback-Ready

strength and OFI

5 results items

• Criteria
• Key Factors
• Application: RESULTS
• 6-10 comments

(LeTCI)

• Score
• 1 Feedback-Ready

strength and OFI

Independent Review

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Pre-work Debrief: Item 1.1

Find a partner and compare your analysis

• Similarities and differences in:
• Key factors
• Comments (strengths and OFIs)
• Score
• How did the key factors drive your analysis?
• What was a challenge for you?
• Agree on one key learning to share

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Pre-Work

• If you haven’t turned in a copy of your pre-work,

please give us a copy before we begin the next module.

• Give us a copy of your completed pre-work

evaluation form, too.

• Be sure and include your hours on the form.

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Baldrige Excellence Framework

TM Overview

Baldrige Is an Effective Leadership System

• Common sense
• Aligns the entire organization to achieve the mission and

vision and live the values

• Identifies gaps
• Asks really good questions. For example:
• How do senior leaders set your organization’s vision and values?
• How can we do it better?
• Works for any organization!

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Why Baldrige?

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Criteria Evolution

Core Values – What and Why?

• Principles of performance excellence
• Philosophical foundation of the Criteria
• Beliefs and behaviors that are
• Embedded in the Criteria
• Reflected in role model organizations’ performance

excellence systems

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Core Values & Concepts

• Systems perspective
• Visionary leadership
• Customer-focused

excellence

• Valuing people
• Organizational learning

and agility

• Focus on success
• Managing for

innovation

• Management by fact
• Societal responsibility
• Ethics and transparency
• Delivering value and

results

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Key Factor Review

• What is a “key factor”?
• A significant attribute of an organization that influences

the way the organization operates

• Where do you find key factors?
• How do you select key factors for an item?
• Ask yourself “Will it make a difference in my

assessment?”

• How will you use key factors?
• To focus the assessment on what’s important to

the applicant

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Table Exercise

• Read the overall requirements for

your assigned items.

• Using the master list of key factors

for Green Gateway, select the 4 to 6 KFs that are most relevant to each of your assigned items.

• Which multiple item requirements

are most important to this applicant based on the assigned key factors?

• Summarize what you would expect

the see in the applicant’s response.

Table Assigned Items 1 1.1 and 1.2 2 2.1 and 2.2 3 3.1 and 3.2 4 4.1 and 4.2 5 5.1 and 5.2 6 6.1 and 6.2 7 1.1 and 1.2 8 2.1 and 2.2

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Organizational Profile

• What is “key” to applicant?
• Key means “major or most important;” defined as

“around the most significant five”

• What is unique about this applicant?
• Key challenges?
• Governance structure?
• Location(s) or size?

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Category 1: Leadership

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1.1c(1) – Creating an Environment for Success

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Category 2: Strategy

Core Competencies

An organization’s areas of greatest expertise. Core competencies are those strategically important, possibly specialized capabilities that are central to fulfilling your mission or that provide an advantage in your marketplace

• r service environment.

Work Systems

How your organization’s work is accomplished, consisting

• f the internal work processes and external resources

you need to develop and produce products, deliver them to your customers, and succeed in your marketplace.

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Category 3: Customers

Customer Engagement

Your customers’ investment in or commitment to your brand and product offerings... Characteristics of engaged customers include retention, brand loyalty, willingness to make an effort to do business – and increase their business – with you, and willingness to actively advocate for and recommend your brand and product offerings.

Customer Satisfaction Dissatisfaction

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Category 4: Measurement, Analysis, and Knowledge Management

4.1 Measurement, Analysis, and Improvement of Organizational Performance

a. Performance Measurement b. Performance Analysis and Review c. Performance Improvement

Now includes projecting performance and identifying opportunities for continuous improvement and innovation

4.2 Information and Knowledge Management

a. Data and Information b. Organizational Knowledge NO LONGER INCLUDES IT MANAGEMENT

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Category 5: Workforce

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Category 6: Operations

6.1 Work Processes

• a. Product and Process Design
• b. Process Management and Improvement

c. Supply-Chain Management

• d. Innovation Management

6.2 Operational Effectiveness

• a. Process Efficiency and Effectiveness
• b. Management of Information Systems

c. Safety and Emergency Preparedness

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Does Anyone Know…

To whom do Green Gateway’s plant managers report?

• Check the Org Chart
• Check the Org Profile or 1.1a(2)

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Kelley Molavi

Consensus Overview

“None of us are as smart as all of us.”

Ken Blanchard

Examiner Evaluation Cycle

Complete Pre-work & Training

Independent

Review Consensus Review Site Visit Review Finalize Feedback Report

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Pre-Consensus

• Team leader sets due dates for:
• Independent review
• Consensus review
• Consensus meeting
• Site visit
• Examiners complete individual key factor lists and

independent review of every item

• Examiners click “done”!!!

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Pre-Consensus

• Team leader “moves” team to consensus

in Scorebook Navigator

• Team leader (or designee) consolidates

key factors

• Team leader assigns item leads and backups for

consensus stage

• Team leader sets date for consensus meeting

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Sample Timeline

July/August 2018 Sept./Oct. 2018

Sunday Monday Tuesday Wednesday Thursday Friday Saturday Sunday Monday Tuesday Wednesday Thursday Friday Saturday

22 23 24 25 26 27 28 2 3 4 5 6 7 8 29 30 31 1 2 3 4 9 10 11 12 13 14 15 5 6 7 8 9 10 11 16 17 18 19 20 21 22 12 13 14 15 16 17 18 23 24 25 26 27 28 29 19 20 21 22 23 24 25 30 1 2 3 4 5 6 26 27 28 29 30 31 1 7 8 9 10 11 12 13

• 1. Receive

Assignment

• 2. Complete

Independent Review

• 3. Consensus

Meeting

• 4. Begin

Site Visit

• 5. Feedback

report due

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Preparing an Item for Consensus Meeting

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• 1. Review the Criteria requirements
• 2. Assign 4-6 key factors
• 3. Read applicant’s response
• 4. Review team members’ Independent Reviews

SYNTHESIZE

Synthesize team members’ IR into 6-10 comment topics Develop rationale

WRITE

Draft 6-10 feedback comments based on your chosen topics Balance strengths and OFIs

SCORE

Score the item based

• n your consensus

review

REVISE

Revise comments based on feedback from your backup Provide feedback to your partner

PREPARE

Prepare to present your items during the team’s consensus meeting

Consensus Materials & Resources

• Application
• Baldrige Excellence Framework
• Criteria for Performance Excellence
• Scoring Guidelines
• Scorebook Navigator
• Independent reviews

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Key Dimensions of “Process”

• Approach or methods (A)
• Deployment (D)
• Evaluation, improvement and cycles of learning (L)
• Alignment or integration with organizational needs (I)

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Approach refers to:

• Methods used to carry out a process
• Appropriateness of methods
• Effectiveness of the methods
• Degree to which the approach

is repeatable and based on reliable data and information (i.e., systematic)

• “Fixin’ to” is not the same as doing!
• The plural of “example” ≠ systematic

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Deployment refers to:

The extent to which…

• Approach is applied in addressing the item requirements

relevant and important to the organization

• The approach is applied consistently
• The approach is used by all appropriate areas

(work units, processes, employee groups, locations, stakeholders)

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Learning refers to:

• Refining the approach through cycles of evaluation

and improvement

• Encouraging breakthrough change to the approach

through innovation

• Sharing refinements and innovations with other

relevant work units and processes in your

• rganization

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Integration refers to:

The extent to which

• The approach is aligned with organizational needs

identified in other Criteria items

• Measures, information, and improvement systems

are complementary across processes and work units

• Plans, processes, results, analyses, learning, and

actions, are harmonized across processes and work units to support organization-wide goals.

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Energizer

• 1. Assemble cartoon frames in the correct

sequence.

• 2. Which multiple requirement(s) of the Criteria

does the cartoon address?

• 3. Assign roles and prepare to read the cartoon

aloud to the class.

• 4. Report out.

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Preparing for Consensus

Step 1: Synthesize

Preparing an Item for Consensus Meeting

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• 1. Review the Criteria requirements
• 2. Assign 4-6 key factors
• 3. Read applicant’s response
• 4. Review team members’ Independent Reviews

SYNTHESIZE

Synthesize team members’ IR into 6-10 comment topics Develop rationale

WRITE

Draft 6-10 feedback comments based on your chosen topics Balance strengths and OFIs

SCORE

Score the item based

• n your consensus

review

REVISE

Revise comments based on feedback from your backup Provide feedback to your partner

PREPARE

Prepare to present your items during the team’s consensus meeting

What’s the Difference?

Analysis

Breaking a complex topic into smaller parts to gain a better understanding of it

Synthesis

The process of integrating materials you have gathered and then creating your own information

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What Should I Synthesize?

Strength and OFI comments for:

• Approach or methods (A)
• Deployment (D)
• Evaluation, improvement and cycles of learning (L)
• Alignment or integration with organizational needs (I)

Gaps

• When a key Criteria requirement is not addressed
• When something the applicant has identified as

important is not addressed (KF)

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Remember…

• It is your job to select the MOST insightful

6–10 pieces of information . . . not necessarily those that have already been written as feedback- ready comments.

• Not all Criteria requirements are equally important

to every applicant!

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A Great Comment

• Is insightful
• Tells the applicant something it didn’t know
• Provides meaningful feedback
• Validates progress
• Clearly describes key gaps and their significance to guide

future improvement

• Helps senior leaders allocate resources
• Is easily understood
• Without reading the application

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Finding the “Sweet Spot”

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Relevance to Applicant (examples & key factors) Process/Results Evaluation Factors Criteria Requirements = value- added feedback

Rationale

• What is a “rationale?”
• The fundamental reason or justification for something
• Why do you need one?

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Sample Rationales

For proposed strengths and OFIs:

• Key Criteria requirement
• Important to the applicant
• Barrier that is keeping applicant from moving to the next

scoring range or award level

• Identified as a strength or OFI on majority of

independent review worksheets (show initials of team members)

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Sample Rationales

For observations not used:

• Not important to the applicant
• Beyond the Criteria
• Strength conflicted with OFI comment
• OFI conflicted with strength comment
• Prescriptive

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Sample comment topics for 5.1

Item Ref. Comment Topics Rationale a(1) + PES used to assess workforce capability and capacity (A) Identified by JH (double), KM, MH, erased conflicting OFI a(2) + 12-step systematic approach for hiring, placement, and retention of employees (A, D) Identified by AY, KM, JH, key Criteria requirement b(1) + Multiple approaches for workforce health, safety, and accessibility (A) Identified by KM, AY, MH, key Criteria requirement b(1) ‒ Not clear how workplace environments differ for OSHA requirements, safety, or temporary employees (I) GAP (key factors). Identified by AY a,b ‒ Missing cycles of learning for many workforce processes (L) Addresses L, identified by AY

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Item Ref. Comment Topics Rationale a(1) + PES used to assess workforce capability and capacity (A) Identified by JH (double), KM, MH, erased conflicting OFI a(2) + 12-step systematic approach for hiring, placement, and retention of employees (A, D) Identified by AY, KM, JH, key Criteria requirement b(1) + Multiple approaches for workforce health, safety, and accessibility (A) Identified by KM, AY, MH, key Criteria requirement b(1) ‒ Not clear how workplace environments differ for OSHA requirements, safety, or temporary employees (I) GAP (key factors). Identified by AY a,b ‒ Missing cycles of learning for many workforce processes (L) Addresses L, identified by AY

Sample comment topics for 5.1

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Assignments

Table Item 1 1.1 2 2.1 3 3.1 4 6.1 5 1.1 6 2.1 7 3.1 8 6.1

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Exercise Instructions

Step 1 (10 min.)

• Independently review the Criteria requirements for your assigned item
• Independently review your homework and team’s IR worksheets to find

commonalities and conflicts

Step 2 (30 min.)

• As a table, using the poster provided . . .
• Identify 4-6 relevant key factors from master list (< 5 min.)
• Select 6 topics (most important key messages) to develop into

strength and OFI comments

• Summarize your rationale for each comment

Note: Don’t write feedback-ready comments yet!

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Preparing for Consensus

Step 2: Write Comments

Preparing an Item for Consensus Meeting

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• 1. Review the Criteria requirements
• 2. Assign 4-6 key factors
• 3. Read applicant’s response
• 4. Review team members’ Independent Reviews

SYNTHESIZE

Synthesize team members’ IR into 6-10 comment topics Develop rationale

WRITE

Draft 6-10 feedback comments based on your chosen topics Balance strengths and OFIs

SCORE

Score the item based

• n your consensus

review

REVISE

Revise comments based on feedback from your backup Provide feedback to your partner

PREPARE

Prepare to present your items during the team’s consensus meeting

Comments Should…

• NOT exceed 75-100

words

• NOT include dense

criteria language

• NOT be judgmental or

prescriptive

• NOT focus on how

well the application is written

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• Let the applicant know

what it does well

• …and what it needs to

improve

• Include examples from

the application

• Use complete sentences
• Contain a clear “so what”

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Comment Writing Tips

Is the comment Criteria-based? Is it insightful? T = Start with the “topic sentence” or main point E = Give 1 – 2 supporting examples from the application S = Explain the “so what” (relevance) to the applicant by linking the comment to a key factor T = Try it out loud!

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Sources of “so what”

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• Key factors
• Item notes
• Category and item commentary
• Core Values and Concepts
• Glossary of Terms
• A-D-L-I progression or gaps
• Le-T-C-I progression or gaps
• Scoring guidelines

Sample comment topics for 5.1

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Item Ref. Comment Topics Rationale a(1) + PES used to assess workforce capability and capacity (A) Identified by JH (double), KM, MH, erased conflicting OFI a(2) + 12-step systematic approach for hiring, placement, and retention of employees (A, D) Identified by AY, KM, JH, key Criteria requirement b(1) + Multiple approaches for workforce health, safety, and accessibility (A) Identified by KM, AY, MH, key Criteria requirement b(1) ‒ Not clear how workplace environments differ for OSHA requirements, safety, or temporary employees (I) GAP (key factors). Identified by AY a,b ‒ Missing cycles of learning for many workforce processes (L) Addresses L, identified by AY

5.1a(1)

Comment: Using the Performance Evaluation System (PES), the applicant demonstrates a systematic approach to assessing workforce capability and capacity needs. The PES assesses associates' skills, competencies, and certifications to produce a comprehensive Training Matrix (Figure 5.1-1). Directors validate associate capacity on an annual basis by matching time studies to job descriptions and work flow. The applicant's systematic approach for assessing workforce capability and capacity needs may help the applicant meet seasonal workforce demands and address its strategic challenge of workforce retention. Rationale: Identified by JH (double), KM, MH, erased conflicting OFI

Sample + Consensus Comment

5.1a(2)

Comment: The applicant deploys a 12-step process for recruiting, hiring, placing, and retaining new workforce members. The collaborative process between the Human Resources (HR) Department and the organization's directors begins with HR receiving an approved position requisition. Resumes from potential candidates are solicited through recruiting agencies, and print and

• nline advertising. Interviews and assessments are conducted in
• rder to identify the final candidate. Newly-hired associates are

assigned a mentor and undergo 30-, 60-, and 90-day reviews to monitor progress and support retention efforts. The applicant's approach for recruiting, hiring, placing, and retaining new workforce members reinforces the organization's core competency

• f talent development

Rationale: Identified by AY, KM, JH, key Criteria requirement

Sample + Consensus Comment

OFI Comments

• Before site visit, often include a phrase such as “it is

not clear”

• Site visit is your opportunity to clarify everything that is

“not clear”!

• Sometimes begin with “Although” or “While”
• To highlight the gap (i.e., the approach is good but the

deployment is lacking)

• To affirm what the applicant has told us

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OBLIGATION

Sample comment topics for 5.1

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Item Ref. Comment Topics Rationale a(1) + PES used to assess workforce capability and capacity (A) Identified by JH (double), KM, MH, erased conflicting OFI a(2) + 12-step systematic approach for hiring, placement, and retention of employees (A, D) Identified by AY, KM, JH, key Criteria requirement b(1) + Multiple approaches for workforce health, safety, and accessibility (A) Identified by KM, AY, MH, key Criteria requirement b(1) ‒ Not clear how workplace environments differ for OSHA requirements, safety, or temporary employees (I) GAP (key factors). Identified by AY a,b ‒ Missing cycles of learning for many workforce processes (L) Addresses L, identified by AY

Sample Consensus OFI Comment

5.1b(1)

Comment: It is unclear if the applicant’s processes or measures for ensuring the health, security, and accessibility of its workforce are tailored for different workplace environments. For example, there is no mention of addressing OSHA compliance or maintaining air quality (Figure P.1-7) differently in various areas of the facility such as the shop floor, shipping/receiving, or office areas. No health or security distinctions are made for different workplace environments

• r for workforce segments, such as temporary workers (Figure P.1-

5). Consideration of the unique needs of different workplace environments may help the applicant ensure it provides a healthy workplace for all associates while effectively managing

• rganizational resources.

Rationale: GAP (key factors), identified by AY

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Sample Consensus OFI Comment

5.1a,b

Comment: It is unclear if the applicant engages in systematic cycles

• f learning related to its workforce environment processes. While

the applicant identifies examples of process changes that were implemented during cycles of improvement, it is unclear if these changes were the result of a systematic evaluation of processes, or were reactive to events or circumstances. Systematic evaluation and improvement of the organization's workforce environment processes may assist the applicant in creating new value through innovation and quality improvement. Rationale: addresses L – identified by AY

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Amanda Yanez

Assignments

Table Item 1 1.1 2 2.1 3 3.1 4 6.1 5 1.1 6 2.1 7 3.1 8 6.1

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Exercise Instructions–Step 1

• Review the team’s work from previous exercise
• Assign one comment to each member of your table

team (either a strength or an OFI) Independently…

• Develop “your” outline into a feedback-ready comment
• Provide examples to support your comment
• So what?
• Note item reference

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Exercise Instructions–Step 2

Find a partner: Review each other’s comments and provide written feedback in the right-hand column:

• 1. Does the comment:
• Relate to Criteria requirements?
• Identify the main point in the “topic sentence”?
• Address relevant evaluation factor(s)?
• Use examples from the application?
• Convey “so what”?
• 2. Is it actionable for the applicant?

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Preparing for Consensus

Step 3: Score

Preparing an Item for Consensus Meeting

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• 1. Review the Criteria requirements
• 2. Assign 4-6 key factors
• 3. Read applicant’s response
• 4. Review team members’ Independent Reviews

SYNTHESIZE

Synthesize team members’ IR into 6-10 comment topics Develop rationale

WRITE

Draft 6-10 feedback comments based on your chosen topics Balance strengths and OFIs

SCORE

Score the item based

• n your consensus

review

REVISE

Revise comments based on feedback from your backup Provide feedback to your partner

PREPARE

Prepare to present your items during the team’s consensus meeting

Important Scoring Concepts

• Ground yourself in Criteria requirements AND

applicant’s key factors

• Don’t average independent review scores
• Review your comments in terms of importance to

the applicant

• Score the item based on your consensus review

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Scoring Resources

• Item format (p.2 in Framework booklet)
• Definitions
• Basic, overall & multiple requirements
• A-D-L-I
• “Alignment” vs. “integration”
• Scoring guidelines (available in Scorebook

Navigator and on p.34 in Framework booklet)

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Item format (page 2)

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Scoring Example – Item 5.1

• Overall scoring range: 50-65%
• Item score: 55%
• Rationale: The applicant demonstrates effective, systematic

approaches responsive to the majority of the overall requirements, which are well-deployed across most work units. The applicant demonstrates that some of its processes have undergone cycles of improvement; however, it is not evident whether a fact-based systematic evaluation and improvement process is utilized to make these process improvements, or if they are reactive in nature. Workforce environment approaches are in the early stages of integration with overall organizational needs.

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Assignments

Table Item 1 1.1 2 2.1 3 3.1 4 6.1 5 1.1 6 2.1 7 3.1 8 6.1

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Exercise Instructions

Individual Exercise:

1. Review your team’s 6-10 comments paying special attention to A-D-L-I 2. Determine the scoring range that “best fits” the item 3. Score the item

As a Table:

1. Share your item score and scoring rationale with your team 2. Reach consensus on the item score 3. Report out

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What’s Missing?

What is the difference between the scoring guidelines for approach in the 70-85% range versus the 90-100% range? Answer: “well” deployed (70-85%) vs. “fully” deployed (90-100%).

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Consensus Meeting

“If everyone is moving forward together,

then success takes care of itself.”

Henry Ford

The Importance of Teamwork

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What is Consensus?

• Everyone can support the team’s decision.
• When you leave the meeting will you say

“we decided” or “they decided”?

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Preparing an Item for Consensus Meeting

• 1. Review the Criteria requirements
• 2. Assign 4-6 key factors
• 3. Read applicant’s response
• 4. Review team members’ Independent Reviews

SYNTHESIZE

Synthesize team members’ IR into 6-10 comment topics Develop rationale

WRITE

Draft 6-10 feedback comments based on your chosen topics Balance strengths and OFIs

SCORE

Score the item based

• n your consensus

review

REVISE

Revise comments based on feedback from your backup Provide feedback to your partner

PREPARE

Prepare to present your items during the team’s consensus meeting

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Purpose of Consensus

• Resolve individual differences in:
• Key factors
• Strengths and OFIs
• Scores
• Agree on site visit issues
• Begin to develop key themes

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Sample Roles

Examiner Item Lead Back-up Other 1 1.1, 1.2, 7.4 6.1, 6.2, 7.1 Team leader 2 2.1, 2.2 5.1, 5.2, 7.3 Scorebook editor 3 3.1, 3.2, 7.2 4.1, 4.2, 7.5 Back-up team leader 4 4.1, 4.2, 7.5 3.1, 3.2, 7.2 Criteria cop 5 5.1, 5.2, 7.3 2.1, 2.2 Arrange logistics 6 6.1, 6.2, 7.1 1.1, 1.2, 7.4 Time keeper

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Topics for Consensus Meeting

• Changes to the language of a comment that affect:
• The meaning of the comment
• The A-D-L-I or Le-T-C-I assessment factors that pertain
• The balance of strengths and OFIs
• The score
• Key themes
• Comments that are not “key” or Criteria-based
• If a “key” area to address is missed
• Conflicts between strengths & OFIs, or comments in different

categories

• Potential site visit issues

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NOT Topics for Consensus Meeting

• Anything that does not alter the meaning of a comment
• r the score
• Grammatical errors
• Typos
• Misspellings
• Word format changes
• Extra words or words left out
• Sentences or clauses that are redundant
• Substituting acronyms for entity names, and the reverse
• Separating the clauses of a lengthy sentence to make

shorter sentences.

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Exercise

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Tips for Consensus Meeting

• Be prepared
• Don’t be defensive – check your ego at the door!
• Begin with an ice breaker
• Set ground rules
• Does silence mean agreement?
• Use a round robin approach to be sure everyone’s

voice is heard

• Only discuss areas of disagreement

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Do You Have a Great Meeting Space?

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Tips for a Virtual Consensus

Resources:

• FreeConferenceCall.com (also has video option)
• WebEx (through a team member)
• GoToMeeting (through TNCPE)
• Many other free conference call sites

Ground Rules:

• Schedule in advance
• Agenda is king
• Use Round Robin frequently
• Consider two ½ day meetings

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Evaluation of Day 1

+’s and Δ’s 2 key learnings per table Homework: read TNCPE

• Org. Profile