...Contents Before you begin vii Topic 1: Plan for the new or modified administrative system 1 1A Identify the requirements of the administrative system 2 1B Obtain quotations from the suppliers/developers of systems 10 1C Select a system supplier or developer 14 Summary17 Learning checkpoint 1: Plan for the new or modified administrative system 18 Topic 2: Implement the new or modified administrative system 23 2A Identify and develop implementation strategies 24 2B Encourage staff to participate in the implementation process 29 2C Implement the system 32 2D Define and communicate procedures for using the system 35 2E Provide training and support on the use of the system 38 2F Deal with contingencies to ensure minimal impact on users 42 Summary46 Learning checkpoint 2 : Implement the new or modified administrative system 47 Topic 3: Monitor the administrative system 51 3A Monitor the system’s use, security and output 52 3B Modify the system to meet changing needs 57 3C Identify further modifications and notify users 61 3D Monitor staff training needs 63 Summary65 Learning checkpoint 3: Monitor the administrative system 66 Final assessment 69 Assessment information and scope Are you ready for assessment? Final assessment overview Assessment plan Final assessment tasks Record of outcome 70 71 72 73 74 101 Unit release 1 (Aspire Version 1.1) © Aspire Training...
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...2nd Edition Plan or review administrative systems BSBADM504B Student Workbook BSBADM504B Plan or review administrative systems 2nd Edition 2010 Student Workbook BSB07 Business Services Training Package Part of a suite of support materials for the Acknowledgment Innovation and Business Industry Skills Council (IBSA) would like to acknowledge HASCOM Pty Ltd for their assistance with the development of this resource. Writer: Kensington Budgewater Copyright and Trade Mark Statement © 2010 Innovation and Business Industry Skills Council Ltd All rights reserved. Apart from any use permitted under the Copyright Act 1968, no part of this publication may be reproduced, stored in a retrieval system, or transmitted, in any form or by any means, electronic, mechanical, photocopying, or otherwise, without written permission from the publisher, Innovation and Business Industry Skills Council Ltd (‘IBSA’). Use of this work for purposes other than those indicated above, requires the prior written permission of IBSA. Requests should be addressed to Products and Services Manager, IBSA, Level 11, 176 Wellington Parade, East Melbourne VIC 3002 or email sales@ibsa.org.au. ‘Innovation and Business Skills Australia’, ‘IBSA’ and the IBSA logo are trade marks of IBSA. Disclaimer Care has been taken in the preparation of the material in this document, but, to the extent permitted by law, IBSA and the original developer do not warrant that any licensing or registration requirements specified...
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................iii Document Change History ............................................................................iv 1. Introduction ....................................................................................... 1 1.1 1.2 1.3 1.4 2. 2.1 Purpose ........................................................................................... 1 Background...................................................................................... 1 Scope.............................................................................................. 2 Document Organization ..................................................................... 4 HIPAA Administrative Simplification Requirements ........................... 5 General Overview ............................................................................. 5 2.1.1 HIPAA Administrative Simplification Goals and Objectives ............. 5 2.1.2 HIPAA Definitions .................................................................... 5 2.1.2.1 Covered Entity .................................................................... 5 2.1.2.2 Hybrid Entity....................................................................... 6 2.1.2.3 Affiliated Covered Entity ....................................................... 7 2.1.2.4 Medicare...
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...HRIS System I. Role of the HRIS System with the Atlanta Dream The role the HRIS System in an organization is to “gather, analyze, and distribute information about job applicants and employee (Jackson, Schuler, & Werner, 2009, p. 55)”. The Atlanta Dream will use this system to enter performance information, access employee’s information and to assist with the development plan of employees. The HRIS System will make it easy for the Atlanta Dream to communicate the company’s mission and vision to all its employees. The HRIS System will provide Atlanta Dream with a central location for employees and applicants to finds information about the internal structure and strategic goals of the Atlanta Dream. a. Information Processing Keller Consulting Group will align the HRIS System to the mission of Atlanta Dream. The system that Keller Consulting Group plans to implement provides Atlanta Dream with a clear and concise overview of HR policies and practices. Keller Consulting Group plan to maximize efficiency by improving overall employee satisfaction. Employees will be able to input information such as direct deposit information, update benefit and beneficiary utilizing this system. b. Information Craftsmanship The HRIS System the Keller Consulting Groups provides to the Atlanta Dream will be easy to use and understand. This system will be interactive, employees will be able to make general change to their personal information and see the changes instantly. It is important for...
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...to be acted upon which cannot be held pending until the next scheduled meeting. Urgent matters of this nature are handled by an Executive Committee of the Board composed of three senior members for tentative action until the next Board meeting. The University Executive Body The executive body of the University is headed by the President, assisted by an Executive Vice President. Under the Executive Vice President is the Senior Vice President and Treasurer. The University President The President is the highest in the University. The functions of the position are as follows: ➢ recommend for the approval of the Board of Trustees institutional policies, plans, and programs consistent with the University's mission and thrusts; ➢ ensures the implementation of the University policies, plans and programs approved by the Board of Trustees; ➢ confers, with the authority from the Board of Trustees, academic degrees, diplomas or certificates to qualified candidates for graduation upon the recommendation of the Vice President for Academic Affairs; ➢ officially represents the University in academic, civic, social and other important functions; ➢ executes in behalf of the University, contracts, deeds, and other legal documents as authorized by the Board of Trustees; ➢ recommends to the board of trustees the appointment, promotion and termination of principal officers of the University; ➢ appoints, promotes, and...
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...DRP / ECP Disaster Recovery Plan Enterprise Continuity Plan This presentation will explore the different parts and pieces necessary for a successful Disaster Recovery Plan / Enterprise Continuity Plan. More specifically, this presentation will provide information needed to garner and bolster support for such a plan from the university’s executive team. A well prepared, maintained and rehearsed recovery and/or continuity plan should have the ability to keep the university up and running throughout any type of disruptive event. DRP/ECP Team Members & Roles ● ● ● ● ● ● ● ● ● ● Crisis Management Team Administrative Support Team Damage Assessment Team Recovery Coordination Team Corporate Communications Team Human Resources Support Team Site Restoration Team Transportation Support Team System Restoration Team Voice Recovery Team and End-User Tech Support Team The Crisis Management Team should be a cohort of upper level management that will be responsible for all significant decision making in response to the current event. Only specific members of the Crisis Management team should be authorized to declare an emergency and decide on the appropriate action. Key responsibilities of this group include: analyzation of preliminary reports, disaster declaration, determination of appropriate response, activation of contingency plans and notification of team leaders (Hiles, 2010). The Administrative Support Team includes representatives from all major departments who can provide...
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...Performance Planning is to plan to have a decent execution, which incorporates great outcomes, practices and formative issues. Performance Execution, at this process some critical variables must be incorporated, for example, responsibility regarding objective accomplishment, progressing execution input and instructing, correspondence, gathering and sharing execution information and getting ready for the performance review. Performance Assessment, which is a test in which the test taker really exhibits the aptitudes the test is planned to gauge by doing true undertakings that require those abilities, instead of by noting questions requesting that how would them and this is imperative for representatives and the supervisors. Performance Review, the goal of it is to give all normal worker staff and their supervisors a chance to discuss work execution, set objectives for proficient advancement, establish destinations for adding to the division's central goal and discuss desires and achievements. Renewal & Recontracting is to utilize the data picked up from different stages to reset execution objectives for workers and managers do this (Wierzbiński, 2016). b. You need to provide an introduction about the importance of people in organizations, the necessity of developing systems for managing their...
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...November 2009 1. Administrative Agency: Federal Energy Regulatory Commission (FERC), of the Department of Energy (DOE) I chose FERC because it is the federal administration agency that ultimately my employer being a utility and a member of the non-government North American Reliability Commission (NERC) through which FERC imposes energy or electrical power jurisdictional and regulatory control. I chose the 60-day regulation on the books “Reliability Standards for Geomagnetic Disturbances” or RSGD regulation as it will eventually translate into physical, electronic, and IT infrastructure changes that I may be called upon to implement or collaborate implementation as an IT system integrator and/or systems engineer/administrator. This proposed RSGD regulation deals with developing and establishing reliability standards for mitigating the potential power interruption of our nation’s power-grid resulting from our planet earth’s geomagnetic field configuration disturbances (GMDs) caused by solar winds/flares generated by sunspots coronal mass ejection hurled at earth’s on a more frequent basis than experienced in the past, and the continued operation of the BULK-Power System. 2. The proposal is two-fold. First part or stage of the proposal is to require its FERC-certified Electric Reliability Organization (ERO) NERC to file reliability standard(s) within 90 days of the final rule effective date that directs power operators, owners and suppliers to implement operational policies...
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...Monitor administration system Performance objective You will demonstrate skills and knowledge required to monitor an administration system. Assessment description In this assessment task you will monitor the implementation or operation of an administration system, modify the system as required, communicate modifications, and monitor and address training needs for the system. You will prepare a project report outlining issues and solutions, including required modification and training activities. You may choose to use the same administrative system you implemented in Assessment Task 1, or a new administrative system agreed with your assessor. Procedure 1. Following on from Assessment Task 1, or using a new real or simulated business environment agreed with your assessor, monitor a new or revised administration system for usage, security and output. Develop system performance criteria or use already established criteria to monitor performance for a specific period against: ○ usage guidelines, such as safe and secure procedures for usage, that can be used as a standard for determining whether users are correctly using the system ○ security guidelines; for example, guidelines or rules for use of passwords or confidentiality agreements ○ KPIs, performance metrics and targets for performance of the system; for example, cost and budget variation, number of reports, number of users, or number of errors. ...
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...Classroom Technology Plan LaNisha Rogers Grand Canyon University EDU-225 September 21, 2014 Prof. Cicogna Comprehensive Classroom Technology Plan: Section One: Mission and Vision Statement Vision Statement - My vision is to teach students in preparation for the future. Students must be provided with the tools needed to expand the use of technology through information, communication and problem solving. My expectations for my students are set at a high standard for their success for the future. Mission Statement – My mission as an educator is to prepare my students to become independent leaders for a positive future and a safe environment. Students will implement the use of technology into their learning environment in order to gain the skills needed for society. I will provide students with a strong curriculum where technology is used to its highest expectations for success. It is important that each student strive for excellence in their academic work. Having a strong curriculum allows the students to be creative and inspired to prepare themselves for the framework of the 21st Century. Section Two: Communication Plan As teachers start their academic school year, they will be communicating with students, parents, and the administrative staff. There will also be goals set in place for all students to achieve prior to moving forward to the next grade. Furthermore; a teacher will implement the importance of a safety plan and internet...
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...Information Systems The basic concepts Some Definitions System: A collection of components that work together to achieve a common objective. Information System: A system that provides information support to the decision-making process at each level of an organization Health Information System: A system that integrates data collection, processing, reporting, and use of the information necessary for improving health service effectiveness and efficiency through better management at all levels of health services Health Management Information System: An information system specially designed to assist in the management and planning of health programs, as opposed to delivery of care HMIS: Health management information system Steps in Developing a Health Management Information System (1) Review the existing system (2) Define the data needs of relevant units within the health system (3) Determine the most appropriate and effective data flow (4) Design the data collection and reporting tools (5) Develop the procedures and mechanisms for data processing (6) Develop and implement a training program for data providers and data users (7) Pre-test, and if necessary, redesign the system for data collection, data flow, data processing and data utilization (8) Monitor and evaluate the system (9) Develop effective data dissemination and feedback mechanisms (10) Enhance the HMIS 1. REVIEWING THE EXISTING SYSTEM PRINCIPLE Do not destroy existing systems; build...
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...Plan and implement administration system Submission details |Candidate’s Name | |Phone No. | | |Assessor’s Name | |Phone No. | | |Assessment Site | | |Assessment Date/s | |Time/s | | The assessment task is due on the date specified by your assessor. Any variations to this arrangement must be approved in writing by your assessor. Submit this document with any required evidence attached. See specifications below for details. Performance objective In this assessment task you will demonstrate skills and knowledge required to plan or review administration systems and implement new or modified administration systems. Assessment description Within a real or simulated business context, you will plan a new administration system or review an existing system. You will need to: ● consult with users or stakeholders to develop a detailed specification for the new or revised system, which must meet both organisational needs and external requirements such as codes of practice or legislation ● follow organisational procurement policies to select an appropriate developer or supplier ●...
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...Payment Systems for Acute Care Hospitals and the Long-Term Care Hospital Prospective Payment System and Fiscal Year 2012 Rates. This function of change will somewhat affect me because my younger brother recently feel ill to a stroke. In addition, he now is a Medicare recipient because of him being on disability. Furthermore, the interest delves deep because of the fact that both my mother and father is of retirement age. Also, my father is on disability. SUMMARY: We are proposing to revise the Medicare hospital inpatient prospective payment systems (IPPS) for operating and capital-related costs of acute care hospitals to implement changes arising from our continuing experience with these systems and to implement certain statutory provisions contained in the Patient Protection and Affordable Care Act and the Health Care and Education Reconciliation Act of 2010 (collectively known as the Affordable Care Act) and other legislation. These changes would be applicable to discharges occurring on or after October 1, 2011. We also are setting forth the proposed update to the rate-of-increase limits for certain hospitals excluded from the IPPS that are paid on a reasonable cost basis subject to these limits. The proposed updated rate-of-increase limits would be effective for cost reporting periods beginning on or after October 1, 2011. We are proposing to update the payment policy and the annual payment rates for the Medicare prospective payment system (PPS)...
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...Human Capital Management Plan 2004–2008 United States Copyright Office | Contents 1 Message from the Register of Copyrights Copyrights Copyrights 3 Introduction Human Capital Framework · 3 Framework Our Mission · 4 Copyright Office Strategic Plan Mission, Goals, and Objectives · 5 Business Process Reengineering · 5 Current Organization and Workforce · 5 Reliance Upon Library of Congress Human Resources Services · 6 7 Part 1 · Strategic Alignment 7 Part 2 · Organizational Alignment and Workforce Planning 9 Part 3 · Talent 15 Part 4 · Results-Oriented Performance Culture Performance Culture 17 Part 5 · Leadership and Knowledge Management 19 Performance Measures and Evaluation 19 Appendices a: Stakeholder Roles and Responsibilities · 19 b: Implementation Framework · 21 Message from the Register of Copyrights I am pleased to present the Copyright Office Human Capital Management Plan for 2004–2008. This Plan has been developed as a companion to the Office’s Strategic Plan and links our human capital planning to the Office’s strategic policy and management objectives. It emphasizes the importance of human capital management to the successful accomplishment of our mission. In every organization, people are the most valuable resource. This is especially true at the Copyright Office, which is fortunate to have a seasoned, dedicated, and professional workforce that is customer-service oriented. The Office has a unique mission, and I am gratified when I work with...
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...receive the appropriate clinical treatment. Access is required to treatment files, email, mail routing and dictation. The supervisor functions as a department head and a member of the administrative council as well as a member of the institutional treatment team. Counselors handle direct counseling and casework functions, enter progress data and serve as members of the institutional and the unit treatment teams. Data entry and counselors are required to generate reports. * The Program Department is responsible for the group living environment as well as activities such as crisis intervention, recreation, and special events of the treatment program. Departmental staff members supervise part time employees within their particular treatment area. One lead program supervisor serves as the primary department head and has access to computer treatment data and all other information resources. Seven associate program supervisors share direct supervisory responsibility for the child care and recreation data. * The Education Department is responsible for the comprehensive year-round education program. The Education Department must be able to communicate effectively and efficiently with the Program Department. The education supervisor serves as the principal for the school and is a member of the administrative council and the institutional treatment team. Within this department, twenty teachers provide instruction for the boys in a regular classroom environment. * The Transition Department...
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