ࡱ> M &bjbj== WW!l$$$8f f f 8  ,8-!     "   $I# i% $  "       48 $   Lh $  8.f ? $ 0-!&[& 88National Center for Cultural Competence Georgetown University Center for Child and Human Development 3307 M Street N.W., Suite 401 Washington, DC 20007-3935 Phone: (202) 687-5387 or (800) 788-2066 TTY: (202) 687-5503 Fax: (202) 687-8899 E-mail:  HYPERLINK mailto:cultural@georgetown.edu cultural@georgetown.edu URL: http://gucchd.georgetown.edu/nccc CULTURAL COMPETENCE CONTINUUM The National Center for Cultural Competence (NCCC) embraces a conceptual framework and model for achieving cultural competence based on the seminal work of Cross et al. espoused in a monograph entitled Toward A Culturally Competent System of Care, Volume 1, originally published in 1989. The NCCC modified the Cross definition as follows. Cultural competence requires that organizations: Have a defined set of values and principles, and demonstrate behaviors, attitudes, policies, and structures that enable them to work effective cross-culturally. Have the capacity to (1) value diversity, (2) conduct self-assessment, (3) manage the dynamics of difference, (4) acquire and institutionalize cultural knowledge, and (5) adapt to diversity and the cultural contexts of communities they serve. Incorporate the above in all aspects of policy-making, administration, practice and service delivery, systematically involve consumers, families and communities. Cultural competence is a developmental process that evolves over an extended period. Both individuals and organizations are at various levels of awareness, knowledge and skills along the cultural competence continuum. Cross et al. state that cultural competence is a complex framework, and that there is a tendency for systems and organizations to want a textbook solution, a quick fix, a recipe, or a how to, step-by-step approach. The complexity of achieving cultural competence does not allow for such an easy solution. The Cross framework emphasizes that the process of achieving cultural competency occurs along a continuum and sets forth six stages including: 1) cultural destructiveness, 2) cultural incapacity, 3) cultural blindness, 4) cultural pre-competence, 5) cultural competency and 6) cultural proficiency. It is helpful for systems and organizations to conduct self-assessment and use the results to set goals and plan for meaningful growth. The NCCC developed the following system or organizational characteristics that may be exhibited at various stages along the cultural competence continuum. The characteristics delineated in this continuum are not meant to define a system or organization. Rather, they allow systems and organizations to broadly gauge where they are, and to plan for positive movement and growth to achieve cultural competence and proficiency. The continuum is dynamic and not intended to be viewed in a linear manner. Systems and organizations may be at different stages at different times with different populations and cultural groups. Finally, system and organizational capacity is not limited to arrival at cultural competence and proficiency as there is always room for continued growth. Cultural destructiveness is characterized by attitudes, policies, structures, and practices within a system or organization that are destructive to a cultural group. Cultural incapacity is the lack of capacity of systems and organizations to respond effectively to the needs, interests and preferences of culturally and linguistically diverse groups. Characteristic include but are not limited to: institutional or systemic bias; practices that may result in discrimination in hiring and promotion; disproportionate allocation of resources that may benefit one cultural group over another; subtle messages that some cultural groups are neither valued nor welcomed; and lower expectations for some cultural, ethnic, or racial groups. Cultural blindness is an expressed philosophy of viewing and treating all people as the same. Characteristics of such systems and organizations may include: policies that and personnel who encourage assimilation; approaches in the delivery of services and supports that ignore cultural strengths; institutional attitudes that blame consumers - individuals or families - for their circumstances; little value placed on training and resource development that facilitate cultural and linguistic competence; workforce and contract personnel that lack diversity (race, ethnicity. language, gender, age etc.); and few structures and resources dedicated to acquiring cultural knowledge. Cultural pre-competence is a level of awareness within systems or organizations of their strengths and areas for growth to respond effectively to culturally and linguistically diverse populations. Characteristics include but are not limited to: the system or organization expressly values the delivery of high quality services and supports to culturally and linguistically diverse populations; commitment to human and civil rights; hiring practices that support a diverse workforce; the capacity to conduct asset and needs assessments within diverse communities; concerted efforts to improve service delivery usually for a specific racial, ethnic or cultural group; tendency for token representation on governing boards; and no clear plan for achieving organizational cultural competence. Cultural Competence Systems and organizations that exemplify cultural competence demonstrate an acceptance and respect for cultural differences and they: Create a mission statement for your organization that articulates principles, rationale, and values for cultural and linguistic competence in all aspects of the organization. Implement specific policies and procedures that integrate cultural and linguistic competence into each core function of the organization. Identify, use, and/or adapt evidence-based and promising practices that are culturally and linguistically competent. Develop structures and strategies to ensure consumer and community participation in the planning, delivery, and evaluation of the organizations core function. Implement policies and procedures to recruit, hire, and maintain a diverse and culturally and linguistically competent workforce. Provide fiscal support, professional development, and incentives for the improvement of cultural and linguistic competence at the board, program, and faculty and/or staff levels. Dedicate resources for both individual and organizational self-assessment of cultural and linguistic competence. Develop the capacity to collect and analyze data using variables that have meaningful impact on culturally and linguistically diverse groups. Practice principles of community engagement that result in the reciprocal transfer of knowledge and skills between all collaborators, partners, and key stakeholders. Cultural Proficiency Systems and organizations hold culture in high esteem, use this a foundation to guide all of their endeavors, and they: Continue to add to the knowledge base within the field of cultural and linguistic competence by conducting research and developing new treatments, interventions, and approaches for health and mental care in policy, education, and the delivery of care. Develop organizational philosophy and practices that integrate health and mental health care. Employ faculty and/or staff, consultants, and consumers with expertise in cultural and linguistic competence in health and mental health care practice, education, and research. Publish and disseminate promising and evidence-based health and mental health care practices, interventions, training, and education models. Support and mentor other organizations as they progress along the cultural competence continuum. Develop and disseminate health and mental health promotion materials that are adapted to the cultural and linguistic contexts of populations served. Actively pursue resource development to continually enhance and expand the organizations capacities in cultural and linguistic competence. Advocate with, and on behalf of, populations who are traditionally unserved and underserved. Establish and maintain partnerships with diverse constituency groups, which span the boundaries of the traditional health and mental health care arenas, to eliminate racial and ethnic disparities in health and mental health Adapted from: Cross, T., Bazron, B., Dennis, K., & Isaacs, M. (1989). Towards a Culturally Competent System of Care, Volume 1. Washington, DC: CASSP Technical Assistance Center, Center for Child Health and Mental Health Policy, Georgetown University Child Development Center Developed Tawara D. Goode, National Center for Cultural Competence Georgetown University Center for Child and Human Development, University Center for Excellence in Developmental Disabilities Revised 2004 Page  PAGE 4   678OPQxy; no޺밫tli_RJC OJQJ^JOJQJ\^J5B*OJQJ^Jph335>*OJQJ^JCJOJQJ\^J6OJQJ\]^J6OJQJ]^J OJQJ^J B*ph33+B*eh fHph33q r OJQJOJQJmHnHu5>*CJOJQJ0J5CJOJQJj5CJOJQJUj5CJOJQJU5CJOJQJjCJUmHnHu)kQc w x no$ `^`a$$a$ & F$a$ $^`a$ $ !a$%&&oOP+,defg$a$ & F & F & F$a$ & F$a$  & F `+,;Pbci)+ܘ܍sooQ;B*CJOJQJ^Jeh fHph33q r aJh2CJOJQJ^Jeh fHq r CJOJQJ^JaJ>* B*CJph33/B*CJeh fHph33q r CJOJQJOJQJ OJQJ\ 5OJQJ5B*OJQJph33 OJQJ^JOJQJ\^J5OJQJ^J5B*OJQJ^Jph33>?AB~{ | ! & F$a$ !1$$a$ 5$7$8$9DH$ & F & F$$$$-%e%%%&&&&&&&&&ž0JCJOJQJmHnHu0JCJOJQJj0JCJOJQJU CJOJQJ CJOJQJ6CJOJQJ] CJOJQJOJQJCJOJQJ^J OJQJ^JB*CJOJQJ^Jph33!!""""####$$$$$$%%?&&&&&&&&$a$$a$$ & Fa$ & F & F & F&&$a$ 1h/ =!"#$%n~,E+,DvPNG  IHDR nksRGBPLTE  !!""##$$%%&&''(())**++,,--..//00112233445566778899::;;<<==>>??@@AABBCCDDEEFFGGHHIIJJKKLLMMNNOOPPQQRRSSTTUUVVWWXXYYZZ[[\\]]^^__``aabbccddeeffgghhiijjkkllmmnnooppqqrrssttuuvvwwxxyyzz{{||}}~~Χ pHYsaa?i{NIDATx^x8Xmw[\PR)Hq))E핼sf{oKWIZLf̟#3qTQ5jpPuj@5U?р :cڴiS~15 o[V_3G3鐏H,>~R?m\JD ϖ5{ƌY iTۂ8(|گ8dz{ƌT@7 HTT\9e˜1cfiӦ "v t܍jۤҀ ٲe̘1RX$Iw1)U߫嚡%Q %6h@h=g`@2}fl$VP9sf. Ŋ1Nݭjۭ׀" @xXhA2@0K^CꝉZdO΂?X!Iu'^$W [hA2Jc&Ic% ^CꝉZJ${ G>HԐMcXm-P .  ʖ5"Si2IRۢ ĭR`l@p KOԩ0TO;/ɗ~RMcܦ+ .Xc& A#.ui2I+ͪx ( WXBɅƙlوEܬ]S{Wsz-ɅE^9E#5V'*+ }F@p0g<ԆP@p2UZ-(6}iӤI:=&SJ+K) 2Y%NV.g˖=k5:G֜2A)q}))~'+ \& ȟxY Yd͚'7iWPl .,94I$_&-]1!˙L]/5W%w5^sG'Bz$@*'$?H[58ן9r `Z^$IsIR,(X Il0G޼yKjmӀ˕->别1 KKc.sȷ"K&1 B@SD "+C׳.gu4!9mt@VWPt9H?D˟?OԩV%N YL:bBRҸ>M,@]1TA@J"& _A)s '&UDV)ҥ) Nd>8}¸ ɛZrRBQD X0Edԯr6*?NbґLZABT@) "EtzS'۱.E$BXqRLN{eRE 1ؐb%8xǒŊEV>` ˰?AB ;eF.Q U FP %TE-Z4;5OFrUA@:+| q@@GIv"Az (!T J`4Ptq H7|5S& 3 .5IFgT(RєPտiHT̃j +ʞ#SF\ϋJl= ZuרQ2!`^MJT|"*# tf,+BRe]*'{@H5R*]Ӌ sJ>h:u DLQ`8s*x5!e7sYW= mԩ& qFn* kLbY~C2eJ)sdj P(ʚYU\$TxBJ?.:r2{RF* lJdCy*(5Oi ޢt..q%"ew j9 GB RN"5kU"è7ڪvx2PXg4hP"H4KR}w}$'*_F+K[2 6h0!RJѩؠcM-HuJd+WC 7B-#DTB'QsvaN~tn-n !&ԭSa]fc|" 5%0A:u0Lk+U\py|,ԥ4iXWtqq_ԭFlHZ5۪,&o@"dҠD ox?%zNB/~Cb */dysrjҘ'礞DF&4QaD4*!YSO;֦t©IFD7ii]wtjT7j|Vy iD+NM$Z鎀XVVH#Ӥ7 N-5AiM)JTٲx |=cR~hE+ HhBLD&iQĀPD 1 W4m)Ganu-/#;t}g i"!N[:I4礋 !n{&MMB[X\F7@"Rf#o@-ĩeAPfP̠ |Cb|EӋ-l7 !M! чLᨏ!ْ buͱ*S)_DHm H- "Fi'ƿ/%,&aKۢEc4;(,,@CX|h+(D$(H0$* 2Gc" H1 K۶1LHDx`|D+Xk=:iKMߐѸ-o@:m۶lݶ( )(CI[J3|@(NSyW",Cyi֢&|RBCxoR=*۩]s$9WWq<,.:7A_ÿeAEhצ "J +&* nZh"tt H3Õ7 ;v6$A>DCBTڶmAZg524䫉}%o@vGR ۠O g5S-qDӺׯkN kN:nn۶u3U_5XܶJ3}} ܹ";@Ykf) LfURu@HX)ӇC?}Q-? Sqv)(ADc`dK9ڹc,XhkP D5Cg ]ІK?3e%:B [\9ݰSރKܦSGV#>`0t"o@8&t@Yk۷3ޫX> v"#?oFT@-iu5!K")ݴ)o߼"szuD6{ͥH o /7o RXP A_\\*(ƃ ͸-K|gT;Au`PܣG o_~m+D^SjbY{]vi^۷Ts%Ake^=zJ0r9bxtul1ڐUp]{x8p ={hDި*m>^gVdr3 y}}LK= \] FM(JG=:! T/4fҧ`b1o r? Wc0n(ZO exڱ$=toDzaÇ?~@F"Fd | " ҆[:e~= W޽G@ L:y\s+%{;0PP6X^ǠaÆ۾{Phr%ݥ?5 8`^w?#@t iօ}޹sݻ< hBT@lҭ NRwܾw}U@bs蠁>6b'F"ܥF:Obm˨PYsF g}sYq-sA8`02r##ϞYG닾0HAkYsBlcذQGO1y}:|.'"M0.x =;nQeY+JKm @( k+oЗ =;j[k8S%pd+׆ϵk֯/E 0.֨n4 x`Wm2ЦR՛9u`޿| }*!xDn5*7)n(yH dֶ̳ փwDmn 0he6rIzwڕ+׮$ܢ&ď.T>FTF!Lkn]zz ru"vҐ!| LdqRϥW\|^c KUGk G7aҴ+l W B yt}+ To3@h4 zk '/pl_z2G4>0s=+ 21b„ L1*ݹx碁0=QW[UpSԴ (">3- (>>`D;Sϰѣ G:@Ƃ'M2u >ԇ(g.sXq0e()S̜ef_z#|lf "^@h;FJhdz q9A>FB( ,|nb<D*Yҁ> HQ@nY襙x.R ; c<*})g̘9{ԟSgΜ:3r:Z4 }3 1FBPF'2sym;y g%r=^_[7Bx#  AΝaІ?N>{GOZx;Ol L;vȑнdL3}ռ$ _XD!wt6(qAǍ1Ȍ9s_VMD'SFNP`BT͇:4) c쪹s-Ytyܡ|y0ȉǡNa'}tj3~ |<Ȝ/zpqرĂ1źbBީ@9 .Zx xyhqQ $@H9pܷYO?hJ3f͝;w…[:tu^OĀX o?l j: ȲeW^.DA+jvO}w1"=F+W_!BR 7q&ȑ[FϽsؑ#G8}s >||.57;w}}> <{ jC˗/_CC" ,?tΞRO!dx@0EfpC*X$on{{{xߑ ɓ'  wy<@?|%((4$$""*B Nf",5=,2+E:殘n^H'R׃#z8X$h={]wud۶m۱c]{޿G)!'O 9wrrzY~x76C HVP6 nki)h֭<N>|l5W-^C(nmٱk{!,yoٴɋc>@ r8r9eƀ R@!qY[-уB Z-ͷ*zeYIn`q $G6m1}SݵU/_d ԯ%v[y/k;d@.XC"ODXhڸUH d΂#=q gΟ:tД;xp߁ڷ{v?J@0@2Νz:*̇I|`^}.YŘ_y&O>pB^ؓ66!bbA,Iy[]ʕpgϜ8wcO{o=vڱk<<7{{xn-EZ >FBs}w6(IQ{,fa~O%c0OTk_w0p-%SO"'gcͻAvl߾}y+lڈ@ׯ[v5,x3FJ0܅ qqJ{9!,,$>> 1Xtbt+ ]p zūǏ=c󅽠8˗.]H8 |#ăز!Z|Z1μuTކw2"eBH J؀1zX'!{ /YHmOby,b#Wϟ?'1Mpe_b?.G灏>O݄- u/Qu]I:Ȫ%K_RCBD-1c6>w\,c9w,̥ǘ!}~*k0 op3 (IO>-|<>=D×L W?A9-~l $ESR$}K Zpނ9 N(@Ic)A)d*:; ̜N}.o 8$D >~Dl@~10ݻׯ_ ) r1 dI`Arg&hxPB2#Df4>˥ays̚9s欙 fܟ GIbm>ed.qǢd-8Y˅A0O>ސºv|}{jǻ`@8XŊ )}o?^|Bt*AӸi@! {",q7Wc1sӈLpbrlwwndGYاvt[8t ^idfxn'޸cO|߾v{܇q<ť/.4It"b8}vqkP``G`?b}F%du!kfhht˗?{Z^XfBh\hwLk> : !_x>E })# ZP1;N5ff* ;f-8 *qH}ז];v #G?_$4< f6***,aE>~mGBa7\A '`A0#pnތaAHH aĀ>F2"|fBW2dWG@ѣѓG2!Hjũ勤#c >p 0 8mOT1ZyB.#28$$3X_ 1q!.V G7y1E&ҏçҼpq1ˋ`A 2 (S '<ѓC 0pAÆCJATUI <=r4> N XzC^U`@@ LX4!\&0J2QxD`L6,bddx2Bb=80бt;dœ'Le%;hA Xl-ff|$.@HY~ dΤ# W}.^tIfBQh!),L:CB& GPdgI b'  ƌ$F:twu{X|ˊ+-W~$IqX]σ-_\"hBT!r V]C@jޣZ;a-K(=4P># Aիg='zX @&ZN_ fBQbZzoH'>hB\:fzjw$?e]D#Mr,L'q6}U!8~;+y<hAŚ! $5xXĿGMѭ[=w:i`kϞ={&}՗xYBǮ.ygϝd1XH̃Љ7cXϐq..rzY`c rK'a"Xృ;wk]]:$f%|3bcatP2bww"ݺtqq>9FͿ'^v!zӧgQY` Bpb&_JE> Bl#bD޼sƍ7!N>_㽺F|*f-=<֭w!dV\a ӼS4(CK.դ^D]QQ'ص?d@ H4i9dk&b~@$Ie[ /{ Y9i ҠIdmVGhWg=ed!k‰Ÿҧ'q(.(۽s% Aڍ= '}m:G=b> 8ALH0.B,Aׯz?K"4."r%˗-8Wcb^\ɋAIja +].;iסCkMzNܷ e@XF=f13ڲzDܶa"bB`-߽?}Iܪ.M]Y0[8{lB0QH& I^ :pq&ttl׮ fbUܻw^SL]Q01^5R@HN+a0w2|~+-Eb̆fB.hݚѶmnv?HTTA;1.@ƌvH^Qyt ^VȷoI0݉MgnFzmӧrw\8HttBauhӲy-;5ok#+Eрùe۶@ ]]6'Ӈv,,p;Wdj`D~bq;ӵXW@*I7Fɺj5c΃3c]IL>RاO ܲIdxXĂ"QlrV'4aS{B[J$ZmC@,@Rۧ)TܦZ6B@jRzW"߳O$ :!7)~g`^w!y|}XYM7jGH-TF4xՈX9"U%J5!$Ԇ0iּ\VVǦHÛX75qeRݫrJ.2lveZ[ͯw$5^? DOI~u"sjPp ] HG2ҥK.?Rgcr/IիX<UƍYf$"i,Bǹ2D$,ⲶA»X"]j>%KC)GDNC[ iNP,7maWHϴ#ҧ0͆:k ( Ŋ.WU/.':ʔ'^ƃ,L 䗤IcPހuH@X 8gE}RJ6,1!YVj'i䳸 o3 .v(@kkML!xa*3gW2)\>pNQh;׮YϏL0~>&OeT HX؀81k4ܥjUZ ԿpB7Z,Ņ%!ԊA enZT4PG $e)Ʀ{d &u8mjl7빰5cRXB ϞO5P,E@Juq$I%C$ t;\j9US> J~2X@&8P7R -H֦S2qJ0Di-Hi+[*HAOBH|2,JR}TXQ"K"8AzV7q$`@@$K|rtLeuYV(S@tQW.^s0!|AU? A|"ECB`BRRuX94߳L$I1#Ye HdTl ȉ|Ι3_W:z2/? )V Z 5lj 2O#X2i. ڎOa* D`Q<KsFlYfΚ'Ji?I2DJiQ^ѿH$s6ߒ&! i 4n(_0T aAA${f^ҽT"? :x%i iQ>2ge KdHe цLb7Q2 YdMU?F_H^ E,\æ~ɐTx@fzHrG&`I֯h*ZdHBtLI, VFΏ)m,Yd˒e$V#20xg1tdȽix@R$QW˺nVwӒB0F șBG}c\!:.A% MH? I}-;s!2$gI&fPr'_ykb?L^e+&A_Ye5?q_=?%-G^Qyx?O98' &|d;7sAF.!H&+Ɏk+IfE: 4 A!$]V҆DΟX|O6MG4e|_dDBB+o?4-.h"YٙYҧ^*BHr)γL];U`dNǃIZ>sŢh%#ٳ# .~^ls(+@ٌab2>b?i6 ҍ&K'V*~Ҥkڴ{CӨ ͝[9z.'@fIĂNCCRJʮ/\E@H.E**uJFuW%%wd NVΜI2tfϞ$ߞ#,o(u Y2fHtN %9ìwzC`  "$B$fo"~M.c:4" 9wJ\'~#U \Z/ # iLQHgIVCިƫ 5E2fɚ3T'+{U< /dG΀A:sY6'|GY7=-PC0 gA 9ra!,G[Kȗ67 dTky-9İD.I* / Iɝ3i\c$͂ͅԺee_o~%CbCByA"F2mZz|y)TF;"DLHƌesF3RY-̄O>4qQod?_$DwS4v? .:H<0`J ӿb3i^* gY߆6'!H"m)$w2$ (nfx< dMp\ncD]v(h“NI+Lq6'L7feadDĂVp>g_uq 㭀z4V RwJ&x*V=̫,  %K75U:]Nb$g]]ϰv{TṰ~W3e4i}Ȟ i%=L,)7/n/'|m3WwfJ~Gɝ enc !)S0Z8ZpbKEaﲒVۖr T//%[8:ݶ׬)Na8$y&lx!t`1B5'Cd| ӲJ.1A%j/&M̧E)!bK.+us|wkdde3h5riaL'C~M:&g+VtIgk{HtܹaȪ<%N@4_ Pm˕c%  k6*(Ujmqʹ/;@8xdr nw@!b0"aſG͗'$\-e2z<J+VJO|Q@ 6a#oC~KewsK3]e@* $?mʮD-R(PBΔ$ :Cd}ZT4bmq80B_`A:ͣ*Ey4+VZQb%yJ Y Id|kVJ *T*WSvR<&!E~S@IUh HU+uxcA{RD 1?vns4PZ忈TJժUԨ!q~DE+Kk*Tݶtz4RjJ*tTQC J)[XyLn=G^Q*xVU+S@jը!a?@"˔)p8\Rgjm,ՀB]5jjji]o?@R@J0H^XV{D˵рfFҪ~BH"tISR-4VUVjj5Pש+CHb@/[Eƪ' UfM0n6nueJQ"H &;IOp5[ANݺuID{/W},JQRݫ[kAvQU{[RL ŋJ%f T* n jJ @1He%nWnZ#u@A&iuDWr RLɊBOt޵'wMDs *7lаM \J*lED%)o>ޜJ1 ⭑z4Pam  R.p H Rѹqk}K)SbF@x#x4hЬ.*W|-˻Xe=^{i'Oa<=AE~%ĢaÆAvdPuX&ȸBIs?`3qLIl39:M"EaS+n kؤ5 7qB{UE@*/۬1ʝ#}ok)N-R@$ Wo^*mHۣtY̑#s̎i,Ri:_դIMG-ZHx,HtjիBR TI5q=˗͜9$cP/c TmӊUWPӴbi7XIS Jsd5ҨE3f-ZjrIA'(NE@+\:%۪S"͚B@ZZgHtݚGLBj?*8"t2g=c&d{0ooz`WM5= ;0BH`j<.V0l(+g JO6$ydx ϳ@;5G b~BNUavD4rd˞9s&B \(P NmkӦtݲD\jP' X,HaP $sܮHn(%̒iӊY[mڷ@jԬf HeɚgZ\ɒ< \2eʜ5#Pm`K[Bv$r]bLe7zl{4F8'Ps ɜ#G,Pr`okDeJԕ5 \M>^XHys+aӀe}sT# m;v"Ud Rbۻ<R)R W> 7;!=.]@H۶P:uN(4l ߻5*AHbd!$Er%Hҙp!HGgX-Hh!Q L׀u%J;:ROQ T;7Y c@8z(!ki܃qRR<Rl6Tlՠ4ɥр $?c@7hPdO D-QU(e>N h;w"ٹ[Qhg.&NRhIUǾJ*[N=2T%mQ tAa3ox{ H5LH֒%@Dt0\,Ƅi["]^߸-ׁUՇ^=ֽTKZ_77Ogf4vjpD57Q/"wѹKݻwP:$׸qc-[pw#ր8ժS]UfT1(5#Pa]zI]:K@m {! W(* Z vmszOҴ% \)! 7]?,y㺰3xujV>N< aBH^$ҔB l8o԰AZl_Q Kf\a kh.׸E ֭ѻ4MgHSs'DIӪzǩ^Fj#5[:GI$(Z~^Q\i;@Z#fh7lҨeh@Ե)FHԉҪU͚RBZ6}4hdF&D%DhIOһo|U+MHӆ YߢyFw>Lܲ##C@!Q},KƲ4ׯwojEo$0!qrjTTM͛Q#ԢEIoHH5Rgs?o@~}!G$ תUk 5h%}Z4*ЬEPHc2 ׏| m[q?! mZj„[ЪuKZ-ZD:<˧O!akPWx]lJ/I{ Z5AAĩ IB};^1PggK%E$F8p Ok_It >шhmY,Jv͔{pł"5>?ނ&K 8 ҿ?1pPeR/wfD\:Zk~|@(*I_׆8b Ca$fD^A`D:l$ ak.&!-۶+I~Z;H̭NC@;DsP$/+s+^G46lq+@gĆ[=1sn= -o>>1=.3СÆ /EXY.θ^֭[?; VO5;vѽ6su%p v1uk`p@d71%q+@GK[bCΌ}]=ȇRLK@B^ Vjyh`h=/\Vps,>YzwֽGsoבfyÇ @>!Yj"#L=zc#AڷlXoۛ[~CUG ~YUMD ;zcRl Udiӱ%t"vq^k]]] lVODZ5~4ȑ#FQI䪋*Zp')\F3= Ƞҫ!#(^ڗ@?3^"&dP1z$.;+@֤-  L;;g/_H|*c3D9Ƒ-Z*(ʣ#7x#GN9z7]8{Æ7N ?IАts`زcGN/dA0``@9nWDE_xܼG{8P¾uq2vReȭ]N(~%hEp o=v3g.]<-_;Y}| ܟ7 1sBc+Wu[\,jA <鳧׽^pb(1[.1N;ۼ/{^-XYs[0WY޻jJꮰY 1{69W,_'HoWW+"--<biG=~Μtkj~<.(RyyuueX0AeּyR<ֻ~*1V|ʥ^-iB5v/ϭs?S% `hD=z9l)0[pHo6ښn0w޼+|(`2\? ?VJ+׬ƭz>t)Vkv=wc"xמ8Lgۑ+tE}lgo| 1$zݽm<)2L,Ё _ ln]cgϜA`.V"n7=˖-B0xYC0 !CpP@NgA &MU`ȕ[MD- K=bP2!e!CJ<[A`ב#`B9Ԃ" ;,Q@ct9|{A dp˖-E/ e2IB&.!v?~Gp '߭p@_A`= Mg'gWG,o1 j"r>]8K,D 2`pDsϟS4w/ɷ v6#قYNBٳg\rڵ=|x9$$H)CNY}XsF d,1btuC@B9r8XҸ ' y{R'N5Sgg-%< wpfAAB.5{fժ "7(ւ>|XL1=4j3_Wp6W׾@P?k 0+eV({KDEGG^UՀ*SBVZ+YXÇgdKY:wW8+CuL6e. K`kW;dH򾲹 ֬DD R_~Y&R3D7z0@D7;@=$?3 {8gYdފe2[e_m5R4 cɊ!hmeFpmT@OE&BfZ8 S mzn`c VK5 &Lj&J qrmݮ H 9nlm9?K"?dZ Y&7x,/ʬ?u[4mH},Le 4tq#s20:H'Yzո[i_ s?$9nц>ٴ%!Y+ GO6V[[,WoҜl ^8zdW(M@/],H󎜯n KѠ|d#&FJX+Z!!'!ݻ~8a[ߪw`?MĈ L^ V C^c`Q[!ѣk[dm"kAo C&I+J}҄Rv!`B( 0 .Bn{lF@]s4Ofȿx x 3JKڥDUV#E|,8CR$u5ŏPoF7ٰY0d9 ǎ;2Q.AzUUkծuמ/b-svQ~PKTE,1D`K 0z̜ Ԙ xb^$J_HHH]jB9utxxIVHX|hU~aSxS2qc9ے+!!< wRJ# ^:{ش0ٰ)(QF (R GAsK(QlEd2q&;n&IUA%Jé^ц%Q2 XA0V0(q+]H0 UQF3Zo /5[Ud:Z4EQ@JgOu]dVD= .X0HR-Hf-J xmly&܇IM /sXXwLgZϐf龙*Y$7^ x@n<3$YdISI2nm`A!NX3A8Nߕ7{y # )Qdru=*V}Pصپ}疭[7̚ FTf _WA%Y@Rl w4Yd) ՙCd.Y#nr!!9<*\œdIw^X"_d; |-JB6Z%J @P@4kB{XdH2z$k,Yr͜@Fq6 8s2V5 KdB$ [pX"Eʴfdɖ#kYYs;ЀÇǁÒM2b-3Hy6X }r\qad)C*A+J@ہ5gYQz@@~)B?(̛3]y%ҵ'M"EԎ Μ Ȝ'7RL2Ǘ~GOB rȪ4 X/ BgH@~@[̓r΅䙫~b(3N3KޅK2~Bb"e+g&"*` {.~؉cGˢrS@,]J=+ޔ,^TU҅Jf]q]5ڎܹ+PC.Hz |<}CD8y⽓ .]bjC,cȖW+?@-@OhVh^S@:u9qܜ}@-]t"~,<-omu+$-q>0? E.f]}ԻlӧO"!HXj@Y'Ķ}"@Q@"E-eO#mciO^*b X8,Y벚)DlE'QtbP-| \8}rĉӧ.+Z|L-4_u?2C6d"KW0v5pEy#ĖQ|rBN,Ww$pE %K.u[_8 g9W^D,l}{C"gb`?pҥKU.Bjh@w 8c_E+ Yj aKRx SDRKPΜ9o&Xd<|;H+TU$Kٻ XU%$pU1 Ț5v*]ћt˕tr`_j7UBlPo\x*k֬Ya$d劑Q x2MUl*8*qZ"/\va@Vkj"yYlH J*56-RS_C@. \| ⾎`!FA=}U+UB \JoUK/]va-g`A.Y&q@f6˖VR|ŊG*j֓llBڵk@QH@ p q->FU@HZI0yh5$ 7Y Rv  HfT? LY |W \Ԛ굪ѕkK;Q%q+[7ou+ȕ+WIe}:DDun \ *m):Ηb} !;X m}4(uիWKԲ~7M zYvYo p@tM>9cn" Fr3$! ֭m(;7z~ #5n-& PNܾܸz7nޖ,ٌ]n-eFo) u4qP n߹stH+ @P@%x*B#FM4i_6=|0$aX=(lܸY'ֶSF 7nIPjeV;w|ܸ{he ƍbq0uwB44k\?NqJ=0!f+. @vlWI-ѸI-8IA%?x][Ć =<<6lD$}$}Ҵe-Z;K,pA> = T^-[hѲ%ݢMGc9 @y d)b1Z!p &m۪. sݻ{=(b .ʦMȇvgL݃Gڷo٢W۷'vjyqhGA0Xji-ٴ P9Fc}vڴi׶}\f)!YdYXVl۪ "'˦OZ<|sY}{ <6ymɢq>CשK;DC$|Z4/_ y!?%_f};xXFٲm?ᢺt⌀ =Q,4^bb"}Y?cu{JPCDbmCϟ?jsA}֭^AvIQi0| WiE|D-,,TȎ{N‡ң;gn=zIBǏ?}ehE &V{W:LƚM2˗/3f&hvaj?vڽhk^@]ՙB+Th-߽l>Je d6=lgQXtqTW]n\]][tzxNj׌ιdȁŮ]۶џQSe {\" PKV'hd7JD3!C,lb5 A>߾}7a L޽,nҀ~hpae/@Q޽Dlܷ?w㐌#ѓX /XD Yy?dBiLK~ "bC`3@ʡ# _ӎ3vHcƌʮB|Bɠb帽)9t@B1ȸpزkrhǏO_yXz$v InD SD  e%(+C>XqF GOHRM<2~dŒP!!! /f (F1(0q#GP,~0} 2q"5yOL _#j% G>zII|=ИM6a%G@E$]̂h\?8= N91sPDD ! ۷oL׹2 ܑc=qIeX{3QN2~,RGTk""‘0bf=@\,4 ę^l7Bd ZVNoLgXǏ+rq)M<#!f^Z цݵ !F9uZ.7޼3f3oH6:   `k@Xy9Yb69vie/x.]4 sD:@(B =)΂Y⨑ g}6)J.^ 69T@1)S5%$<Ŏ&aș3"r rK2(}Kn}5hƩfC&NDVgrOx Ν`ŌCÙjvX@1 cVqv͊#qVK3р0cL:p|L>.tGAb"gdʂp $r܅s>JdV,AFXJRj@9Ҽ DN/\tQ=z튕+WŸUcȅҀNht`bqs g0 ><FBPVqjEzSZٹX}(y@|||]aZnJvj ||xB>|[K^^ssS],8Ub.Dž}|.]RQk׊j)3@ B+ecjdd6uZ#q4+%"~v(ewz{WHP.xU垁c caJ0իW 6//jAT@Dի\T ,[S 4Ђ/_|ҕ+kʵ ۽͛6m͠GG D(rהo߱}N}* 0s ^._~-رe3cۖi$AG۵k&e_ڹ{ǎfyyر>@-< yH5  ;v܉5OUJK@t@/ׯݾDAۃlV &f HD[ݾ}tMa}vAc;BQqn޾}W~uΒ۷e|ȣD)L{=FDqG@x9&6OLT|ܾ}})8|d^dj.6l!Fݻwo߾C~S& Qآ#Z4__ ?:̫LɓQ)w;yMWlG >+q˵O8J9|X金&}A|<+.I9w>xС'N_[@8:7 +;Gmr;_y` #ߛ+)+^^<pəK2ZQ5{垟߃gEa/?w8=1,>^` s?{#Esg΁?٫2c@8?Fyu7.E@P+y;&#La ȣ~@݃ȓ Zx KCMʃGOdRўr:|Rs^rQXJ4ʲ րyfʇӃm7.!W.]|5جUk@=6!ѓ'O+ # DqQV5 0!O<}juqcCՋ\xBL怼!To4~M>P],E{+}|<kvmp=# J^TFXE>jJȋϟVd#;wnݠNܽ^Vki½|cQY~;7_yc)GBnddBx굂+ M}s~BY`x vP@^X[{;<}M4?P.y7Ahg=y߽sZu4F!cz_DS96k8րyṫgOeT~v$^z _ xWqgϞ>u~=ZJрd6M2 X>}8\)\+C= M廀we+)!!Q:}X^մ &P Qy@^*' 1{obˆ[GX/^={zZU E[I Ge|w7HެMDDnQ_?~}&P UVhC @_ c`7>8q] hbC> AJHB*=X^Q w(8 X/_#E#O!U 0q&U @xB|VKkV5 SPP0G!!hB!'A2Tji>pAAę|}F@Q'Ar.N| Ń,{Kנϟ?<ū}"~6b@bi௡aJH7JqIvJ̆Qpw6: E.S={ A>~iBH;@^}b3aOcE QjW[ 7HR"]<Kj92׀A l<@dԆՀ|XW=A0H"Ѐr/nDC4& D<DZ }XxP`A"ԁ'ZǪ!@ȷGXdd 8"A/G: ZǪ"N;ib@"hcڻja6kh##|DhU@lPq5`G@8b5 Wsl׀=C* wZ' :)DƩUAbkwHFDWoDЀ]!PtC5 "Z+ U-N$ N-\.USvĆW,4`o@8NGEŨUD樅W* S--i@$uq5">T@XW* S--i@$uq5y̞ IENDB`DyK cultural@georgetown.eduyK >mailto:cultural@georgetown.edu i8@8 NormalCJ_HaJmH sH tH F@F Heading 1$$@&a$5CJ4OJQJ^J<A@< Default Paragraph Font2O2 _01$^`0aJh6 @6 Footer !1$aJh,@, Header  !(U@!( Hyperlink>*B*6B@26 Body Text>*OJQJ^JF@BF  Footnote Text5$7$8$9DH$CJaJ:>@R: Title$a$5CJOJQJ\^J<P@b< Body Text 2$a$ CJOJQJ&)@q& Page Number""<)kQcwx n o   OP+,defg>?AB~{|  !!?""""""""0000000000000 0 0 0000000 00 00 00 00000000 0 0 00 00 0 0 00 0 0 00 00 0000000000000 00 00 0 0 00 00 0 0 0 0 0 0 000000@0@0@0@0@0 000&o!&&& 7O"X!tl,b$,E+,Dv~"<Z@(  ~  C NA6..\..\logos\nccc\Ncccp.TIFB S  ?"$ t _Hlt496701963A"B" !!" """"!"""  !!!"{"|"}"}"""""""""""" D:\The continuum revised.docCDcmC:\Documents and Settings\tdg2\Application Data\Microsoft\Word\AutoRecovery save of The continuum revised.asdCDcE:\The continuum revised.docCDcE:\The continuum revised.docCDcE:\The continuum revised.docCDcE:\The continuum revised.docCDcE:\The continuum revised.docCDcE:\The continuum revised.docCDcJN:\NCCC\Training Presentations\Standard Handouts\The continuum revised.doc Clare DunneJN:\NCCC\Training Presentations\Standard Handouts\The continuum revised.docC` zv^w2hl'K4 Z0ѐgjA&@hh^h`CJOJQJo( ^`OJQJo(o ^`OJQJo( pp^p`OJQJo( @ @ ^@ `OJQJo(o ^`OJQJo( ^`OJQJo( ^`OJQJo(o ^`OJQJo(h ^`OJQJo(h ^`OJQJo(oh pp^p`OJQJo(h @ @ ^@ `OJQJo(h ^`OJQJo(oh ^`OJQJo(h ^`OJQJo(h ^`OJQJo(oh PP^P`OJQJo(hh^h`CJOJQJo(t ^`OJQJo(o ^`OJQJo( pp^p`OJQJo( @ @ ^@ `OJQJo(o ^`OJQJo( ^`OJQJo( ^`OJQJo(o ^`OJQJo( P^`POJQJo( XX^X`OJQJo(o ((^(`OJQJo(   ^ `OJQJo(   ^ `OJQJo(o ^`OJQJo( hh^h`OJQJo( 88^8`OJQJo(o ^`OJQJo(h ^`OJQJo(h ^`OJQJo(oh pp^p`OJQJo(h @ @ ^@ `OJQJo(h ^`OJQJo(oh ^`OJQJo(h ^`OJQJo(h ^`OJQJo(oh PP^P`OJQJo(C` l'K^wg4 Z6He                 ж        d                 x!""@H? 0"`@Unknown G: Times New Roman5Symbol3& : ArialA& Arial Narrow9Garamond5& zaTahoma7&  Verdana;Wingdings?5 : Courier New"qhPU;!r0dh"  2QB  CDcOh+'0$ 0< X d p|C     Normal CDc3cMicrosoft Word 9.0 @G@P@՜.+,D՜.+,p, hp|   \;h" C Title, 8@ _PID_HLINKSA sZmailto:cultural@georgetown.edu2o..\..\logos\nccc\Ncccp.TIF  !"#$%&'()*+,-./0123456789:;<=>?@ABCDEFGHIJKLMNOPQRSTUVWXYZ[\]_`abcdeghijklmnopqrstuvwxy{|}~Root Entry FผData ^1Tablef&WordDocumentSummaryInformation(zDocumentSummaryInformation8CompObjjObjectPoolผผ  FMicrosoft Word Document MSWordDocWord.Document.89q