...RCAP 2008 Rationales and Recommendations for Compliance for MLS, DMS, MLT, HT/HTL, CG, and PathA programs (*compatible with merged Guide to Accreditation) (version: October 2011) [pic] |Standard 1 | |Standard 1 | | |1-1 |The [sponsoring institution/affiliate(s)] is (are) not accredited by a recognized |1-1 |Submit documentation that the [sponsoring institution] [affiliate(s)] is (are) | | |agency. | |currently accredited by a recognized agency. | |1-2 |There is (are) no signed agreement(s) with [affiliate(s)] |1-2 |Submit a copy of a signed and dated current agreement with _______________________. | | | | | | |1A-1 |The agreement does not address the reason for the agreement |1A-1 |Submit (an) (the) agreement(s) which address(es)...
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...Service Request (SR-rm-022) BSA 375 30 July 2015 Service Request SR-rm-022 Section 1 Background Information Riordan Manufacturing is a global plastics manufacturer with facilities located worldwide, with a research and development department located in San Jose California. Riordan Manufacturing has produced a yearly earning forty-six million dollars. Riordan Industries, which is the sole owner of Riordan Manufacturing, is a Fortune 1000 enterprise with revenues reaching over the amount of one-billion dollars. It is highly important to use methods of integrating new systems into Riordan Manufacturing. The method of System Development Life Cycle (SDLC) is a great way to understand the problem, analyze the problem, design the solution, and implement the project. Riordan Manufacturing must revamp its out of date Information Systems, not only in the Human Resource section but in all other sections as well, in order to meet current industry standards, increase efficiency, lower overhead, increase worker productivity and many other factors which will add tremendous value to the company. These values are both tangible and intangible values that cannot be measured by a dollar value alone. This update is in accordance to Service Request SR-rm-022. The most efficient way to update the Human Resource Department would have to include hardware and software that...
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...Service Request Riordan Manufacturing Student BSA 375 May 26, 2013 Instructor Service Request Riordan Manufacturing Riordan Manufacturing is a global manufacturer of plastics founded in 1991 by Dr. Riordan. Dr. Riordan started Riordan Plastics to satisfy commercial applications for his medical patients using the processed polymers developed under his several patents. Now a global plastics manufacturer, Riordan Manufacturing employs 550 people and the annual earnings are projected around $46 million. The company’s global operations include the corporate headquarters in San Jose California, the Plastic Bottles Facility in Albany Georgia, the Custom Plastics location in Pontiac, Michigan, and the Electric Fan Facility located in Hangzhou, China. The COO of Riordan Manufacturing, Hugh McCauley has initiated a service request. This request is labeled SR-rm-022. The purpose of this request is to integrate a variety of the human resource tools into a single application. This document is to addresses the planning and analysis phase of a service request. The request is to encompass all plant locations. Design methods will be established to meet this request, requirements will be collected, the project scope and feasibility will be recognized, the stakeholders will be identified, and key factors to guarantee success in gathering information will be clarified. Project Scope The project scope is for a new system for the human resource department. The new human resource systems...
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...University of Phoenix Material Information Technology Milestones Worksheet Complete the chart below. Include a minimum of 10 information technology milestones or events that impacted human services. |Year |Milestone or Event |Impact on Human Services | |1996 |Amber Alerts |Provides an online integrated national database for missing children | | | |Initiates a widespread alert when a child goes missing | |1960s |Electronic Health Record |The electronic health record helps with decreasing errors, documentation that is | | | |done more promptly during the visit and or after the visit, and also helps save time| | | |so they can give services to more people in a day’s time. It also gives the | | | |profession easy access to past visits, lab reports, etc. | |1980s |Electronic Signature Pad |The electronic signature pad creates the signature of the professional or the client| | | |so they don’t have to sign multiple contracts at that particular time. It also saves| | | |time from...
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...|Date issued |Hand in Date |Submitted on | | | | | |Qualification |Unit number and title | |BTEC Level 3 Extended Diploma/ Subsidiary Diploma in Business |Unit 2: Business Resources | |Assignment no and title | Assignment 1 : Know how human resources are managed | |Criteria reference|To achieve the criteria the evidence must show that | | |Task No | | |the student is able to: | | | | |P1 | | | |Task 1 | | |Describe the recruitment...
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...Introduction Health and Human services are a state department in every 50 states. This is the state department that handles the processing of Medicaid, SNAP (Foodstamp), W.I.C, Medical transportation, Women Health and many other state welfare program. Health and Human Services (HHS) has to follow state and federal laws. Depending on the importance of the change, some changes can get lost in translations. Sometime those changes over look once caught can cost the department fines and or losing funding. Overview of the Organization and Case Study HHS is monitor by the state Auditor office. The office makes sure the agencies follow and apply all new guide lines. In 2011 a new disclaimer was sign into law. The disclaimer basically stated that the worker did take the correct step and confirm the SNAP case was should be denied. When a case is denied and the denial is not valid it not only cost the state money but it is also report. Too many denial had been appealed and over turn. “Sanctions Document the SNAP Employment and Training (E&T) or Choices penalty information from the automated Texas Workforce Commission interface; Form H1816, SNAP E&T Noncompliance Report; or Form H2581, Choices Noncooperation Report, including the noncooperation date, applicable penalty period and reason when staff are not able to enter the penalty in TIERS, as required by policy in A-1890, Documentation Requirements” (Health and Human Service Pg3) Once the issue was discovered after...
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...Riordan Manufacturing: Human Resources Integration Proposal Riordan Manufacturing: Human Resources Integration Proposal In service request SR-rm-004 from Riordan Manufacturing, Chief Operating Officer Hugh McCauley writes, “Analyze the HR system to integrate the existing variety of tools in use today into a single integrated application” (Apollo Group, 2007). The company wants to use a more updated approach to handling Human Resources (HR) tasks. The following document provides a detailed proposal of how to fulfill Hugh McCauley’s request. The document is presented in several sections that are outlined below. 1. Information Gathering Techniques 1.1 Keys to Successful Information Gathering 2. Project Scope 3. Feasibility 4. Application Architecture 5. Data Flow 6. System Implementation 6.1 Coding 6.2 Testing 6.3 Installation 6.4 Documentation 6.5 Training 6.6 Support 7. Conclusion Information Gathering Techniques The information gathering process should begin with an Internet search using key Phrases such as human resources information systems (HRIS), human resources software, human resources handbook, and human resources model. All of these search phrases will return many results that will provide information on HR system designs, software specifically for HR departments, and other companies’ policies and capabilities. One may also receive results reflecting ideas for HR systems that may not currently be in use, and testimonial...
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...Service Request SR-rm-022 BSA/375 Monday, February 4, 2013 Mark Fairbanks Service Request SR-rm-022 Company Overview Riordan Manufacturing originated from a small research and development company called Riordan Plastics, Inc. that had its beginning in 1991 (Apollo Group, Inc., 2012). Its founder was a chemistry professor named Dr. Riordan, who acquired patents for processing polymers into plastic substrates that resisted breaking under extreme tension (Apollo Group, Inc., 2012). In 1992, Dr. Riordan acquired capital to expand his company and renamed it Riordan Manufacturing. By 2000, Riordan Manufacturing was so successful it grew into a global manufacturer that became a leader in plastic products (Apollo Group, Inc., 2012). Some of the products it produces are plastic beverage containers, plastic fan parts, and customized plastic parts. It has facilities in four locations: (1) Georgia, (2) Michigan, (3) California, and (4) China. Dr. Riordan prides himself on giving his customers quality service. This has led to loyal customers in the following industries consisting of automotive parts manufacturers, aircraft manufacturers, the Department of Defense, appliance manufacturers, and beverage makers and bottlers (Apollo Group, Inc., 2012). Riordan Manufacturer’s revenue is roughly about 46 million annually (Apollo Group, Inc., 2012). The company manages a global personnel consisting of 550 individuals. Employees are encouraged to be innovative and develop strong work...
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...organization undergoing an audit for PCI compliance? Include the documentation that would be required to prove compliance and describe in detail how you would review the documentation, conduct interviews and system demonstrations. Answer: Section 12 of PCI DSS audit deals with the maintaining a policy that addresses information security for all personnel, a strong policy helps the organization to ensure information security and through the awareness and dissemination of policies to the employees we can ensure that everyone is aware of their responsibilities and we can ensure sense of responsibility for securing the cardholder data. It has 11 major requirements, under the process which I will...
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...INTRODUCTION This plan is an integral part of North Side’s ongoing efforts to achieve compliance with federal and state laws relating to billing for clinical services. The Plan creates a comprehensive and centralized system of oversight for bill coding, education, chart review, reporting and discipline (“Discipline,” as used throughout this policy shall include all steps described in the Human Resource policy manual and faculty policies and regulations including, without limitation, termination and tenure revocation). This Plan provides for oversight by a Compliance Program Medical Director and Compliance Officer. Although the intent is to encourage compliance through a centralized audit system, it remains the responsibility of each individual involved with the billing process, from physicians and other providers to clerical staff, to comply with the law. The purpose of this Plan is to ensure that clinical services are adequately documented and that properly coded bills are submitted only for documented services. This Plan is to be read in conjunction with and is an integral part of the University of Rochester Medical Center Compliance Plan, which is set forth in a separate document. In addition, it is anticipated that individual departments of the University will create specialty-specific billing compliance plans, which will be subject to review by the Compliance Program Medical Director and Compliance Officer. The University acknowledges that this plan is only the beginning...
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...Recruitment Services Service Specifications Document Revision History |Version |Date |Prepared by |Comments | |1.1 |22/10/2012 |L Dawson |Draft prepared for Statewide Recruitment Services transition to Hospital and Health Services 2012 | Contents |Summary of Service Items |4 | |Definitions and Acronyms |5 | |Detail of Service Items: | | |Workforce and Job Design |6 | |Options to Fill Vacancy |6 | |Advertising |8 | |Process applications |11 | |Selection ...
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...Software Documentation Process Improvement ISMG 6040 Spring 2011 Dr. Judy Scott Margaret Irene Wallace May 5, 2011 Contents 1. Executive Summary 3 2. Organizational Overview 3 3. Competitive Environment & Strategy 3 4. Oracle’s Fusion Middleware Department 4 5. Business Process Problem Discussion 5 5.1 Project Roadmap 6 6. Results & Findings 8 6.1 Understanding the Current Process 9 6.2 Redesign – Requirements and Design 12 6.3 Oracle 11g – BPM Criteria and ROI & Success Criteria 15 6.4 Develop, Test, Implement, Train 18 6.5 Coping with Cultural Resistance 19 Appendix A: Modeling Experience 20 Appendix B: Process Description 23 Appendix C: Inputs and Outputs 24 Appendix D: Governing Rules for Process Steps 25 References 26 1. Executive Summary The process for creating and publishing software documentation at Oracle is lengthy and involves several roles and departments. The software documentation departments and the number of products they are responsible for have grown tremendously over the years due to acquisitions. However, the documentation process and its tools have not scaled well. There is no overall set of tools for the entire process. Email is the primary communication method, and is the basis for routing work from one step and role to the next. These steps are not automated, and the steps which are automated use out of date, non-integrated tools. The process is overdue for a comprehensive analysis and redesign...
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...priority for the federal government. Government investigations are on the rise and providers everywhere tremble at the thought of becoming the next investigative target. An Office of Inspector General (OIG) audit of the Health Care Financing Administration (HCFA) revealed errors in 30 percent of all claims paid by HCFA in fiscal year 1996.1 These errors account for approximately $23.2 billion annually, or 14 percent of total Medicare fee-for-service (i.e., excluding managed care) payments. About half of the errors identified resulted from insufficient or lack of documentation from providers, and one-third of the documentation errors were associated with providers who failed to respond to repeated requests from auditors to submit documentation. The breakdown of the types of errors resulting in the improper payments is as shown in Figure 1. Breakdown by type of provider is shown in Figure 2. Figure 1 Insufficient/No documentation 46.76% Lack of medical necessity 36.78% Incorrect coding 8.53% Nonconverted/ Unallowable service 5.26% Other 2.67% -------------------------------------------------------------------------------- Total 100% Figure 2 Inpatient (PPS) 22.59% Physician 21.68% Home health agency 15.74% Outpatient 12.12% Skilled nursing facility 10.45% Laboratory 5.76% Other 11.66% -------------------------------------------------------------------------------- Total 100% As a result of these audit findings...
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...Job Description | School/Department: | Human Resources | Post Title: | Human Resources Advisor | Posts Responsible to (and Level): | HR Manager | Posts Responsible for (and Level): | HR Assistant | Job Purpose: Working within the HR team providing professional and qualified advice to all stakeholders of the business on all Human Resources matters, including but not limited to recruitment, retention, and employee engagement and employee performance. As well as responsibility for contractual and recruitment administration and management of HR Assistants contributions to the team. | Responsibilities of the role: To provide high quality HR Advice including: * Recruitment Administration * Asylum & Immigration Documentation checks for New Starters/Re-Joiners/Lifecycle of Employee/ Extensions/Annual Right to Work checks * General HR Administration * Absence management * Preparation and issue of contractual documentation * Administration support providing letters for grading of posts * Probation administration * Maternity/Paternity administration * Recruitment and selection * Equality and Diversity * Staff achievement payments * Administration of performance management and improvement systems * Termination of employment (all categories) * User acceptance testing * Upkeep of electronically stored personal records * Carry out regular HR Audit checks to ensure integrity of data is maintained * Compliance...
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...5 Client Recommendati BSHS322 March 5, 2012 Kathleen Roberts Week 5 Client Recommendation Human Service Managers work with a variety of people with a variety of issues and problems. It is the job of the Human Service Manager to assist their clinicians if for some reason they are lacking the experience to deal with their clients. In this paper, we will be dealing with three different scenarios and it is the job of the Human Service Manager to help modify these situations for renovation. The approaches that will be utilized in the handling of these situations are reinforce, refer, and release. Reinforce is the first. This approach is used if and when a clinician is not secure enough in their ability in this particular area of their job. The clinician may only have to or need to go over example cases or they may require a mentor to help by giving them a broader view on this particular situation. Mentors are good in providing coaching and monitoring a clinician while also giving the clinician poise and assurance that is necessary to help the client. Refer is the next approach. The clinician may need to be referred for personal therapy by the human service manager. Personal therapy can and will help the clinician help the client throughout the clinician’s career in this field. The last approach is release and is considered to be the hardest. Release is when the human service manager has no choice but to let the clinician go. This could be a result of abuse of company policy...
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