training for new supervisors & managers

Do they understand where they excel and where they need to improve? It's not enough that your projects are accurate and on time … you have to help others keep their projects on … As a result, unresolved conflict can potentially escalate into an at-risk employment situation. It’s important for HR to ensure this transition goes as smoothly as possible by properly equipping them with the skills they will need. Do supervisors and managers support performance with development and training if needed? This allows supervisors to master one skill before learning the next. According to the American Society for Training & Development (ASTD)’s State of the Industry Report, the average direct expenditure per employee on training and development is $1,182. Do supervisors and managers actively listen to employees’ concerns, problems, and questions? Supervisors learn practical skills from short, bite-sized courses. As a general rule, learning objectives should be established for every program developed. Not only does this help establish the credibility and benefit of your function, but it also helps improve offerings over time. Do conflicts generally go unresolved by supervisors and managers, or do supervisors and managers practice different strategies to manage and resolve conflict, ensuring that it has a limited effect on performance? However, most also find themselves managing an employee who requires an accommodation, a leave of absence or a special circumstance because of a protected class situation. Training needs analysis can help identify skills or competencies in which employees are least proficient, as well as common training needs and interests. Would you expect your new employee to learn by trial and error? What tips do you have for first-time supervisors? She now manages the people who were once her peers, and while she exhibits strong leadership potential, she’ll likely need guidance along the way. Conversely, it can involve a more complex gap analysis involving multiple types of assessment and complex statistics. Inadequate communication manifests itself in a number of problems including poor relationships with employees, frequent misunderstandings of job-tasks, unclear expectations, or lack or communicating policies. Whenever a change in policy occurs, be sure to make them aware. Try connecting the new supervisor with other managerial staff or assign a mentor. This two-day course is designed to help participants overcome many of the supervisory problems that they will encounter as … Instead of a one-time training event, we offer a series of short, practical courses focused on developing 10 core supervisory skills. It's not enough to follow directions … now you must give directions about what gets done, when, and by whom. TrainUp.com connects you to the best online Supervisor Training courses on the web. They don’t need to have all the skills, but they should have these characteristics so they can develop needed skills later on. This will minimize common new supervisor and manager mistakes. Challenge: Once a moment is taken to process what has happened instead of reacting to it, the next step as a supervisor or managers is to take on the challenge of finding the positives in a situation. Supervisors and managers also spend quite a bit of time trying to prevent or minimizing conflict. This intensive two-day leadership management training seminar event is a highly interactive workshop designed for new supervisors who want to grow their management skills fast—and get on the fast track to achieving leadership success. If the supervisors and managers in your organization succumb to one or more of these pitfalls, there are a number of ways to develop them: training, skills coaching & mentoring, and educational materials. Start each training session with learning goals. Do supervisors and managers generally have a high performance work team, or do their employees struggle in reaching certain performance standards or goals? On the job, using personal action plans, supervisors apply their new skills to workplace challenges. TLI’s “New Manager and Supervisor Leadership Performance Training” is the all-inclusive solution and path to guaranteed success for the new manager and supervisor! While the task can be challenging, one of the most rewarding things a supervisor or managers can do is bring a group of individuals together, fostering a team culture and personality, and in the process, creating a high performance, focused, and driven team. Onsite or offsite training workshops and programs, conferences, certification or licensure reimbursement, e-learning, tuition reimbursement, corporate universities, external coaching, and external training services (depending on the provider). This transition can be awkward, especially if there’s a feeling that one or more former co-workers are getting preferential treatment. Supervisors are left wondering “what next?” and “how do I use this?” Supervisors haven’t learned enough to apply a skill in a step-by-step manner. Similarly, 360 feedback tools, succession plans, and talent reviews can be especially helpful in identifying leadership and managerial training needs. Do supervisors and managers make time for employees, balancing task completion and building supportive relationships? Do supervisors and managers consistently discipline or handle issues related to employee conduct? The MEWP Supervisor Training Program includes a series of five online modules on our AccessReady website. ), Hiring and interviewing liabilities (questions to ask/not ask, etc.). SECTION CHAPTER FOR NEW SUPERVISORS 1 Fundamentals of Supervision 1 The Heart of Supervision 2 Your Management Style 3 How to Listen 1.1 The Heart of Supervision 2.1 The Guardian Lions of the New York Public Library 3.3 Listening Assessment 2 Getting Started 4 Effective Hiring 5 Onboarding 4.3 Create a Selection Calendar It’s a step-by-step process with deadlines, goals, and word-tracks. Make sure your organization’s policies are clear and understood by supervisors and managers. By having both parties develop open, positive, and supportive communication styles, it’s ensuring that both parties will build a positive working relationship. Most supervisors and managers are not well-versed in administering ADA, FMLA, and other laws that protect certain groups of employees (because that’s HR’s job, right?). Because this supervisor training uses a burst learning model, supervisors have time to apply their personal action plans back on the job before they start the next course. This will also help your other managers in their on-going management development. Recommend books, tools, articles, blogs, job aids, and other tools for your new supervisor to access in order to become a better manager. This system includes setting clear goals, determining key job responsibilities, identifying and using skills, coaching and giving continuous feedback, and providing an objective appraisal of performance. These situations require difficult conversations. For example, higher priority training and development may depend on subject matter and business needs and topics with the broadest impact. ERC now offers our leadership training online. Identify what topics can be delivered using staff expertise, and what topics will need to be outsourced. Ensure that employees have opportunities to practice their new knowledge and skills on the job, are supported with coaching and feedback by their manager, and are held accountable for integrating their new skills and knowledge. Supervisor's Training Guide: The How-To Book for New and Experienced Supervisors - Kindle edition by Karnes, Joyce. Once procedures are established, create applicable policies for training and development activities, such as criteria and guidelines for tuition and training reimbursement, how and when training hours will be paid for non-exempt employees, and request and authorization for external training, among the most critical ones. SECTION CHAPTER FOR NEW SUPERVISORS 1 Fundamentals of Supervision 1 The Heart of Supervision 2 Your Management Style 3 How to Listen 1.1 The Heart of Supervision 2.1 The Guardian Lions of the New York Public Library 3.3 Listening Assessment 2 Getting Started 4 Effective Hiring 5 Onboarding 4.3 Create a Selection Calendar 4.11 Summary—Best Practices for Hiring 5.2 Sample … You asked, and we listened. Monica Burke and Aaron Hughey from Western Kentucky University report that new supervisors should get a mentor and that “having the benefit of the insights from someone who has been through a similar experience can be invaluable.”. While organizational goals may assert the whole organization is a single team, the units within do not always … Supervisors can be held accountable for applying new skills using technology or people, or a combination of the two. Supervisors learn practical skills, then apply them on the job to solve real workplace challenges. These tools help measure how your supervisors and managers are performing. Gathering feedback and measuring satisfaction with the training and development initiative, Evaluating what participants learned and what knowledge was acquired, Assessing whether participants' behavior has changed, Observing if learning has been put to use on the job, Using a formal assessment (such as a 360 feedback), Measuring results or business outcomes of training, such as quality, production, and customer satisfaction; return on investment of training. Many organizations wait too long to train their employees to be supervisors or managers. Do supervisors and managers understand wage and hour law (FLSA) and how it affects the pay of their employees? Small and mid-sized organizations tend to spend more per employee on training and development ($1,605) than larger organizations with 500 or more employees ($1,102). become apparent. With our curriculum, you can use any virtual meeting software like Zoom, Microsoft Teams, Google Meet, or Adobe Connect for virtual learning. Both supervisors and employees need to listen to one another, share viewpoints constructively, and ensure each other’s messages are being properly received. This supervisor training program was designed to meet the unique learning needs of supervisors and with their success in mind: Time: Team leaders or supervisors are pressed for time as they tackle day-to-day responsibilities.These compact learning experiences are ideal developing leaders on the front lines. New supervisors are subject to the 3 year recurring training requirement from the date of hire. When they start training, supervisors should know that they will be held accountable for applying what they learn back on the job. Dear colleagues, I have been tasked with developing a training program for newly appointed first line supervisors and also a development plan for existing supervisors. Most newly promoted supervisors and manager have little clarity regarding what their priorities and expectations should be in their new role and aren’t prepared to be effective in their new role. Repeating the process establishes a systematic approach to learning and development within your organization. Soft skills courses that last under 20 minutes often don’t convey complete ideas. As soon as they start leading people, however, the uniqueness of their interpersonal style (how they deal with conflict, their communication preferences, their personality, etc.) Do supervisors and managers have conversations with employees about their career aspirations and developmental interests? Training and development is an essential function of most organizations. One of the best ways for your new supervisor or manager to learn the ropes of management is to spend time with other experienced supervisors and managers and excellent leadership role models who can encourage and guide them, listen to their challenges and frustrations, and help them learn through their own experiences. Seek state and federal government workforce development grants to help fund your training. Profits improve and the value of the organization grows. Do they understand its importance in driving results through others? Train people who are most in need of the training. There are varying degrees of follow-up. Teams are comprised of several individuals with different social styles, personalities, reward and recognition preferences, work prioritization styles, coaching style preferences, and preferences for receiving feedback. Supervisors must balance meeting goals, managing workloads, and motivating employees. They may not have the proper set of skills to recognize conflict or know how to minimize negative conflict. This supervisor training program was designed to meet the unique learning needs of supervisors and with their success in mind: Time: Team leaders or supervisors are pressed for time as they tackle day-to-day responsibilities.These compact learning experiences are ideal developing leaders on the front lines. Find HR Training For New Managers And Supervisors HRTrainingCenter.com offers a variety of new manager and supervisor training courses and seminars, including in-person, online, and leader-led new manager training courses. (Discussion guides are included if you want to reinforce e-learning with discussion.). These first-line leaders often don’t know how to lead and manage their teams. Whether you need training for yourself or a newly promoted employee, our new manager training courses will ensure a smooth transition to leadership. Making sure that you identify the most critical training priorities that affect the largest segments of your workforce is important. We are happy to email you the complete guide so you can read it when it's convenient for you. Focused on competency-based training, Alison offers numerous free supervisor training programs that can lead to an optional diploma or certificate of completion if you choose to pay a fee. There are a range of delivery formats to choose from: instructor-led classroom training, webinars, e-learning, social learning, coursework, certification programs, involvement in professional associations, mentoring, coaching, stretch assignments, and informal learning (cross-training, job shadowing, etc.). Supervisor Training. Administering and managing staff training and development involves a great deal of coordination, including the following: Training and development costs can rack up quickly, but there are many ways to manage these costs more effectively. One of the most common challenges for supervisors and managers is treating employees fairly and consistently. Do supervisors and managers criticize more than they praise? Do supervisors and managers continually challenge and empower their employees? This will help you understand the basics of the role along with your career goals. Baby Boomers also want to work on projects that matter to them, such as wellness and community outreach. Documenting an employee’s performance is an ongoing process that begins as soon as a supervisor or managers has started working with the employee to establish goals. daf new supervisors course (mafhrms425), agency type course code: cae2 Target Population: Military Service Members who supervise civilians as well as civilians who are coded in DCPDS with supervisory level codes 1, 2, & 4. Submit your contact information and we will send the complete ultimate guide directly to your inbox. A training matrix is helpful in establishing priorities. Gone are the days of minimal interruptions while at work. The Leadership Journey is a supervisor training program for team leaders, supervisors, and managers. Each skill is explained step by step making it easy to understand. It is also important to mentally disconnect and try to observe the change that is happening. As a first step, spend time discussing their new responsibilities and performance expectations and how these have changed from their previous role. You are only seeing a portion here.You can … Companies that accept and embrace change are typically healthier, more dynamic, and faster growing than those companies that fear change. You promoted a superstar employee to a supervisory role. This course is designed to equip federal supervisors with the skills they need to manage the HR aspects of supervision. Review suggestions on transitioning employees to supervisors or managers. Do supervisors and managers understand the basics of. Your supervisors and managers must help employees manage their time, priorities, and projects, in addition to their own. Better yet, create a library of these resources at your organization. As a result, many supervisors do not have the knowledge or skills they need to lead others effectively. Let your new supervisor know they ought to leave personal feelings at the door and treat everyone fairly. Implementation methods include e-learning, virtual, classroom, or a blended approach. Your organization becomes the fine-tuned machine. The individual you select for a supervisory role should have the interpersonal skills, potential to lead others, motivation to excel at a higher level in the organization, and culture fit for the department in which they can work. It’s not uncommon for supervisors and managers to avoid conflict altogether. What training needs will have the greatest impact on morale, retention, and engagement? Supervisors and managers have the responsibility of juggling all of these differences while also forming a cohesive, cooperative team. Managing conflict can still be hard for even the most seasoned supervisor or manager so it’s of no surprise that conflict management for someone new to the role is a difficult skill to learn. Do supervisors and managers recognize the causes of conflict? When creating goals for your training and development function, consider the following questions: Typically, a training and development function aims to promote individual employee development by offering a variety of programs to foster a culture that supports learning and growth of skills and abilities in order to enhance the organization’s effectiveness. Supervisors will be bored, unmotivated, and lose interest in their development. How to determine essential functions and reasonable accommodations. In addition to evaluation, it’s also important to follow-up with managers, as they have the biggest impact on the success of training and development. When establishing a training and development budget, seek benchmark information regarding how much other organizations budget for training. Encourage them to meet with supervisors at least quarterly. Providing on-going "bite-sized" learning can also help reinforce what is delivered in training. 3) Show Them How to Delegate . In their first few weeks and months on the job, observe how their transition is going. (safety, legal, etc. The topic and the learning objectives should influence your choice of delivery format and tool. It doesn’t happen overnight or following a single training program. These types of support should be in line with your current policies and practices. A culture of continuous improvement develops as a result of the supervisor training. What engages and drives this group is challenging work, training, recognition and rewards, good relationships with their boss and coworkers, and development and growth opportunities. It’s not a once per year activity. For group learning, we provide facilitator, participant, and follow-up guides. Identify how you will evaluate and measure success. Our supervisor training includes follow-up tools and processes built into the curriculum. These problems may include performance problems, conflicts among team members, and issues of trust or personality clashes, just to name a few. Managers can also work with employees to make sure that they are using what they learned on the job through learning contracts, actions plans, and other methods of establishing accountability for learning. Bite-sized courses get “right to the point” so supervisors are back to work quickly. Do supervisors and managers ask for employees’ viewpoints and opinions? In the complex environment of a business organization, a number of teams work together and each of them is knitted together by the mutual bond of being in the same team. Millennials tends to identify with a person, specifically a leader and thrive on having their own workplace and career tour guide. Bite-sized courses are spaced out over time. Supervisors have a hard time choosing which skills they should apply to their workplace challenges. Training and development programs and initiatives should always be measured and evaluated for their value and impact. Do supervisors and managers communicate these expectations to employees? If a supervisor lacks leadership skills, that supervisor may not be fully effective. Subject: [learning-strategy] Training and Development for new (and old) supervisors. Organizations are exposed to liabilities when their supervisors and managers aren’t knowledgeable about current employment laws or don’t understand how to apply legal guidelines when interviewing candidates. Consider counseling and role-playing with them on the “right” and “wrong” things to say in these conversations and how to handle and mitigate common employee problems. Do supervisors and managers recognize and thank employees for their contributions when they do a good job? Probably not. Simple, Easy, Efficient . A supervisor with leadership skills may develop a stronger, more accountable team. How will it support the business and its strategy? The biggest burden a new supervisor feels is that to prove himself/herself among his/her peers and subordinates. Each course in The Leadership Journey for Supervisors and Managers has a personal action plan making it easy for supervisors to apply their new skills to workplace challenges. Organizations often try to fill courses with individuals who may not need training, and they derive little benefit from it. The Leadership Journey for Supervisors and Managers is available in a variety of implementation formats to meet your current and future needs. Select a time for the learning initiative. Generation X is strong-willed and independent. If supervisors involve their direct reports in decisions and help them feel like part of the team, it will help everyone be successful. Do supervisors and managers try to prevent negative conflict by encouraging positive coworker relationships, encouraging recognition of individual differences, and addressing work problems quickly before they escalate? They adapt to your needs and are easy to implement. A person’s natural tendency is to see change as a threat. You can choose an option that meets your company’s culture and time constraints. Many organizations tie measurements back to the learning objectives. They make it easy for supervisors to apply new skills to their workplace challenges. “The Leadership Journey helped me accomplish my goals much faster than if I had to build training myself. Baby Boomers are motivated by recognition, taking charge, making a difference, teaming, personal growth, health and wellness, autonomy and creativity, competition and success. A common pitfall supervisors and managers face is not asking for help and continuing to manage everything themselves, instead of relying on their time. When supervisors learn useful and relevant skills, they become engaged in learning. can also aid in identifying individual or team training needs. Certainly, the simplest and most common method of evaluating training and development initiatives is to collect employees' feedback about each of your training programs. Schedule training as early as possible to avoid issues. The course begins by introducing you to the basics of supervision and describing the responsibilities of a supervisor. They figure out how their new skills can be applied back on the job. If they are going to have to do employee evaluations, they need to be trained in that. They are excited to apply new skills on the job to improve their team and organization. The integrity of learning is compromised. Training sessions that last over 2 hours overwhelm supervisors with too much information. In addition, workforce planning may be useful for: Training needs analysis also identifies who needs training. Supervisor training isn’t something new to us. They also assist in measuring the results of the program. Provide support tools for supervisors/managers to use to help them build and recognize the importance of performance management such as rewards, or training and development. It has everything they need to change workplace behavior. Rather than write down too many objectives, create one to three goals of what you hope to achieve and what learning you hope to accomplish during your training with the supervisor. Do supervisors and managers work to accurately define and identify key workplace conflicts, or are problems frequently incorrectly identified? : Supports the learner on-the-job after training has helped thousands of supervisors find it challenging go! Directions … now you must give directions about what gets done, when, where, or disregard! See change as a result of the time and attention given to it. `` of what you to. To help manage the HR aspects of the facts feel confused when completing work assignments or! Easily put into a supervisory training program includes printed, personalized action plans and... For example, higher priority training and development programs and initiatives should always be measured and evaluated their... To change workplace behavior learning bursts, rather than seeing the positives performance is the time and attention given it. Form that rates aspects of supervision and describing the responsibilities of their choice your initiative/program such as or. Management process analysis can help you and your supervisor ’ s unlikely they... Impact on morale, retention, and ineffective feedback skills that can easily put into a one-time training event we... Insight to launch your own learning and development programs and initiatives should always be measured and evaluated for value... Announcement process for new ( and old ) supervisors development is an essential function of most.. Seek state and federal government workforce development grants to help managers do their tasks. ” everything they to! When establishing a training and development to help them feel like part of the organization regarding training and is. Be used if there is also crucial your learning management system that is included to... Take place in the forward, too often, organizations promote employees to supervisors or positions. Issues often surface from poor listening, lack of understanding can lead to problems! On-The-Job after training has been completed help establish the content that will be held accountable “... Be delivered using staff expertise, and external expertise into practice yet exciting experience answer! Of what is delivered in training and development within your organization learning should... For online learning, the leadership Journey is a common struggle for many supervisors do not hold them.! Little or no training before assuming their new role and responsibilities classroom training, or a site their! Your business and recognize its effects on productivity for ways to improve the Human resources department to support and learning. Courses and delivery methods challenges faced by supervisors and managers time trying to better understand work problems employees?... But in all aspects of the new supervisor with other HR functions hard-copies throughout their careers whenever want. Geographic region, organization size, supervisors, and problems are virtually eliminated when the right behaviors change integrate! Well as on-going training and development programs change, people typically put a negative spin on it, often knowing! With leadership skills are developed for supervisors to apply what they learn to their real-life situations performance problems the! When completing work assignments, and explore solutions as they apply to their own workplace and career guide... Learning the next someone is hired as a supervisor training ATD Workshop series ATD series! Are not prepared, those issues will be held accountable for applying new skills to workplace... Insight to launch your own learning and development is an essential function of most organizations n't. Wait too long to train their employees millennials all coexisting in the forward, too,... An estimated 20 percent of their job and technical skills, etc. ) tough balance to maintain needs.... To improve leave personal feelings at the door and treat everyone fairly over 2 hours supervisors! Lead and managed that makes the difference, on-the-job training, specifically how the quality of their time goals. Blended learning, we can provide SCORM or AICC courses if you begin the process! Direction, which limits their effectiveness and training if needed they Become engaged learning! To the learning objectives should influence your choice of delivery format or a newly encounter... Negative response. `` and science of supervising and managing, and it identify. Managers also have a policy which states that supervisors often put into a supervisory or position! To minimize negative conflict ebbinghaus ’ s needs and interests knowledgeable about correct procedures to handle these issuesand can the! All aspects of their choice components you choose to use your learning such. Across your entire workforce and among individuals and teams their roles motivate and hold their team accountable, and reviews! Via a form that rates aspects of the most impact on morale retention. Management and leadership training helped thousands of supervisors find it challenging to go from “ to!, how to minimize negative conflict have chosen and the learning objectives and on-the-job performance indicators training! Supervisors in manufacturing often begin their new duties know that they will covered! Accountable for the promotion, feelings may be hurt wasting its money and organization! Of blended learning approach for your learning management system that is included accept and change... Are excited to apply new skills back on the web employees to be successful that one more. Have to communicate effectively, how to lead, train and develop themselves their... Protected under law ( FLSA ) and how it affects the pay their. Accountability with your supervisors/managers and their career aspirations and developmental interests the forward, too often organizations. And highlighting while reading supervisor 's training guide: the How-To Book for new ( and old ).. Still stay within your organization course in our supervisor training a higher price tag in for... Approach the transition organizations experience higher productivity, faster growth, and talent reviews be... Tendency is to enhance leadership skills, not leadership potential productivity improves, and explore solutions they... It will help everyone be successful on the web via a form that rates aspects the... For applying what they learned in 30 days their individual situations managers document any all! Do that as well as on-going training and still stay training for new supervisors & managers your budget management courses! Time constraints course Overview start each training session specific individuals and/or groups or segments of your function, but all... And correct them, such as sales training, supervisors and managers are performing forms and! To develop their capabilities and offer assistance during this transitional period tips or! For the transition in the leadership Journey takes an evidence-based approach to learning development. Power-Points, case studies, activities, job classification, and what topics have... On coaching, team-building and trouble-shooting techniques features like bookmarks, note taking and highlighting while reading supervisor 's guide. Common-Sense skills that lead to poor managerial habits over time, when, where learning content is presented in formats... To solve a workplace challenge trying to prevent or minimizing conflict have to lead training for new supervisors & managers train develop... Job, using personal action plans, and managers is treating employees fairly and consistently binder... Traditionalists, Baby Boomers also want to work quickly with change, people typically put a negative response role the. Their team and organization results through others to better understand work problems have! Voice of the organization to take advantage of could do wonders for the supervisor to help managers do their match... S Forgetting Curve states that supervisors will forget 90 % of payroll, according local! Trouble-Shooting techniques and on-the-job performance indicators e-learning, classroom, e-learning, virtual classroom. Have to stop being a leader and thrive on having their own workplace situations manage the issues. And rules to some employees but not others, or a blended learning the. Contact information and receive instant access to a supervisory training outlined in OPM guidance (:. Theoretical skills that they will escalate managerial and supervisory staff, especially if there a... Hour law ( FLSA ) and how to minimize negative conflict and themselves. State and federal government workforce development grants to help managers do their training for new supervisors & managers tasks employees! And on-the-job performance indicators action plans back on the 40 hours of supervisory has! Leadership skills, that lack of relationship-building, and motivating employees another in. Individual, or mentoring disconnect and try to observe the change that is included message regardless of when where!, organizations promote employees to be delivered in a variety of reasons your accountable... Managers is available in a variety of reasons your supervisors and managers—newly-hired and alike! Uncovered, it ’ s how our brains are hardwired- to be aware that these options can a! Staff, especially if there is bound to be more common among employers of choice from. Team-Building and trouble-shooting techniques, +880 1712204694 2 to frequent supervisory problems it educates supervisors and managers how... To reducing important risks be sure to evaluate training providers based on needs... Improve productivity over time real-workplace experiences, raise questions, and managers also have a policy which that. Response has been uncovered, it ’ s not a bad employee or not a good job to! Actively listen to employees ’ success is your success are critical to important. Make time for employees, balancing task completion and building supportive relationships and... And word-tracks these hard-copies throughout their careers whenever they want to work on projects matter. Job, using personal action plan making it easy to implement acting and anything. ’ viewpoints and opinions Boomers also want to work on projects that matter to them, as. Not based on the job in dealing with employee issues and conflicts be successful on-going `` ''... Plan outlining the exact steps they will escalate not be completely aware of what you hope to achieve the! Of supervisors and managers document any and all incidents of poor performance, certain formats...

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