“I want my contributions to truly make a difference to the success of my employer! Knowing the vision and mission has given me the ability to set and re-set my priorities, efforts, and development to achieve professional success in our changing environment.” Part III of TPO’s IV Part series on Succession Planning! It doesn’t matter how great a company’s product or service is if the customer delivery isn’t right. It requires the right people to make an organization successful. Surveys by consulting organizations like Towers Perrin have shown consistently over the past five years the number one reason employees leave organizations is likely to be they don’t feel the work they do is worthwhile or contributing to the organization’s success. Through similar surveys, we know that the reason people are unhappy in one job and happy in another has more to do with organizational culture fit than with the specific tasks they perform. Executives and front line workers alike want to fit into the culture and know that their job is important in meeting the vision. Developing and Communicating a Vision During the time that Total Quality Management was in its heyday, organizations frequently worked very hard to develop a Vision and Mission Statement and, possibly, even a set of Corporate Values. Each of these was included in the company employee handbook and a copy provided to employees when they were hired. Unfortunately, these were not always updated to meet changing circumstances and not used as the guideposts they were intended to be. Providing a living set of documents that employees can use as a yardstick to measure success is important. Framed copies of vague and unclear creative writing pieces do not provide that opportunity. Each employee should be able to look at the Vision when making decisions and ask, “Will what I am doing move us closer to this?” Organizations that have not revisited their guiding documents should do so with such an outcome in mind. Ken Blanchard recommends organizations have a list of values in hierarchical order. This allows employees to make decisions among competing claims on time and other resources. Identifying the Needed Skills and Competencies Once the organization’s leadership is clear on the direction of the organization and the priorities to make it happen, it is possible to identify competencies required to be successful. There are systems available from HR professionals to integrate competencies from recruitment through career development to create a consistency in the organization and improve performance towards the goals identified. As we have previously discussed, cultural competencies are the most important part of keeping employees engaged and satisfied. Each position in the organization will have slightly different individual competencies even though there are shared organizational competencies. For example, an employee who started with an organization that had a vision about cutting edge technology would need a competency in ability to work in a changing environment. If the employee started out as a customer service representative, he/she would also need strong communication skills. As the employee moved into a leadership role, it would be important to develop a competency in directing employee behavior. A system should be implemented by organizations to identify the appropriate corporate competencies as well as any that would be specific to the position. Providing the Right Experiences The question comes up, “How on earth do we help develop competencies?” There are three ways to develop competencies for employees to allow them to move into other roles in the organization: 1. Formal Training – Leadership training in content such as clear communication, style recognition and flex, time management and other important “soft skills” can provide an excellent basis with a body of knowledge and set of tools to use. This can be provided in house or from an external source. Having consistency among the leadership so that a common language is used helps build clarity of direction. 2. Mentoring/Coaching – When employees are exercising the tools and information learned in the formal training opportunities, it is important for them to get quick and appropriate feedback. If there are employees who are already highly skilled in these areas, they can act as mentors for employees who need that feedback. Institutionalizing this system sends a message that it is OK to ask for assistance. This overcomes the fear that the employee will be seen as deficient if he/she asks for assistance. 3. Cross-training/Experiential Learning – With organizations requiring more and more that employees be flexible and understand all areas of the organization, this is a very important part of the program. Employees must not only be given opportunities to “try out” different areas of the organization, but encouraged to do so. Good examples of this method are organizations that bring in “trainees” and allow them to experience each area of the organization before identifying where they are a best fit. Recognizing Employee Success As Dr. Stephen Covey reminds us, it is important to “Start with the End in Mind.” The reason organizations provide these opportunities and tools is to make it possible to meet the Vision of the organization. Employees must see that taking advantage of all of these opportunities and practicing the skills will pay off. It is important that the employee know his/her contribution is making a real difference in how the organization is meeting goals. The recognition should be institutionalized and consistent. It is critical to remember that what is rewarded is what you get. Developing employee recognition programs can be difficult, but a very important outcome. It is true that employees get a very large “reward” for feeling like they are making a difference in how well the organization does. Reinforcing that feeling through tangible actions helps to maintain the behavior. Conclusion It is difficult, as shown in the previous article, to identify and recruit the right people. It is critical to do so as the first article in this series pointed out. No organization can afford to lose the good people it has worked hard to get. Integrated Career Development is the answer to the question about how to retain the best in the organization.
Part IV of TPO’s IV Part Series on Succession Planning! SERIOUSNESS OF THE PROBLEM In our first article of this series, we talked about how the current climate makes excellent succession planning a “must” rather than a “nice to have” today. The Hay Group McClellan Center for Research and Innovation recently looked at this subject and determined that there are insufficient numbers of younger workers to fill the roles currently held by retiring Matures and Baby Boomers. Although the current economy has resulted in many “boomers” who planned to retire sooner rather than later re-thinking their timing, the fact remains that: “An estimated 75 million workers will retire in the U.S. in the next 5 to 10 years, including 50% of CEOs from major corporations,” said Mary Fontaine, Vice President and General Manager of Hay Group’s McClelland Center for Research and Innovation. “There’s an urgent need for leadership with only 45 million younger workers available to fill roles. Some sectors and markets are already battling for talent and leaders. Within a few years it will be a full-scale war. Those companies that are not already preparing are putting their futures at risk.” DIFFERENT EXPECTATIONS While benefits for retirees have been slowly eroding over the past few years, many employers are beginning to plan ways to assist those workers approaching retirement to deal with the issues. Planning exit strategies that meet the needs of the Matures and Baby Boomers is a good business move because it both sends a message to those not yet at the retirement stage that the organization values the contribution of employees at every stage, and is a way to find opportunities to avoid the “brain drain” through retirement by offering options for continuing with the organization. The concern about retiree’s benefits was recently discussed on a global level by Constance Morella, Ambassador to the Organization for Economic Cooperation and Development (OECD). She pointed out that governments have been forced to restructure governmental retirement wage programs by raising the retirement age and other steps to reduce the very large deficits that would be expected otherwise. The crisis is not only because of the large numbers of retirees possible in the next 5-10 years, but also the much increased potential life span of those retirees. The average pension promise in the 16 OECD countries studied was cut by 22%. For women, the reduction was 25%. This situation makes it possible for organizations to hold on to some of its valuable knowledge longer than they have in the past. Baby Boomers are a generation that “lives to work” and many are inclined to continue to work during retirement years if they can combine that with the lifestyle they have always anticipated during retirement. The Associated Press reports that retirement communities are beginning to see evidence of a division between older residents and so-called “younger-olders.” Those on the leading edge of the Baby Boom who are choosing to join these communities are demanding more comfortable accommodations and amenities than those who are twenty-or-more years their senior. Products of the Great Depression, those in their 80’s are used to a more Spartan lifestyle. Community managers report that squabbles are arising over everything from food and dining room attire to monthly fees for computer access and spa services. A similar difference exists in the attitude towards work. Baby Boomers want to continue to fill a place in the corporate culture. HOW TO MAKE IT HAPPEN Corporations who have stepped up in the early stages of this crisis have begun to revamp benefits offerings to develop plans that work for the employees it wants to retain past traditional retirement age. There are several ways to adapt programs. A few ideas are captured below: Offer health care benefits to part-time Returnees – Traditionally, many organizations have offered healthcare benefits only to full time employees. Healthcare is a serious consideration for employees who are over the traditional retirement age. Providing healthcare benefits for part time work is likely to be a positive move for leaders the company wishes to keep on in some manner. Provide more leave time – The next generation of retirees has watched from afar as retirees enjoyed more travel, golf, fishing, volunteering and other recreational and social activities. This generation has been the “workaholic” generation where pleasure has been postponed. It has also been a group that didn’t stay long at organizations and so may not have the tenure to get the highest level of leave provided. Allowing more leave time to this group is work enough to some to make the difference in retiring and staying with the organization. Pay a higher portion of health care benefits – Offsetting the cost of retirement benefits against the health care that are relevant and valuable to the older group in the organization is another way to provide what is of interest to the employees. Employers MUST find a way to retain in order to continue to be competitive. In addition to making benefits more available and affordable, there are other rewards that are attractive to this group. Corporate leaders have long known that the most important part of learning how to be a leader is having the right mentor early in a career. Mentoring younger leaders is an area where they already have some expertise. Using a formal system to manage a mentoring program to develop organizational talent is motivational for both the continuing employee and for new employees who see this as a development tool that will allow them to move up in the organization. Providing consulting opportunities is another way to make use of the talent that may have already left the organization as a full time resource. Bringing back in the talent that made a program happen on an “as needed” basis allows organizations to employ fewer full time people for the program and utilize the additional intellectual talent only when needed. CONCLUSION As the retirement age for tens of thousands of top leadership approaches, organizations must find a way to fill the gaps left by those who are leaving. Creativity and changing ways of looking at how employees are defined and rewarded provide the keys to surviving the talent drain expected in the next five to ten years. TPO can help you develop a complete Succession Plan program for your organization or any portion of it. Contact us to begin to plan for y
Lead generation and lead nurturing are two of the most important factors for any successful business. However, they require two very different strategies and processes. In many ways, the term lead generation is misleading. In fact what many believe to be a lead is in fact just a contact. Lead nurturing on the other hand is a series of communications to maintain ongoing contact with prospects identified as not yet ready to make a purchase. It is marketing’s role today to capture the contact and then build a relationship over time with relevant, educational material, qualifying them continually, until passing to sales.The growing use of the internet has allowed many people who are researching problems, products or services to maintain a distance, a sense of anonymity until they are ready to make real contact. Your marketing team must be able to capture an email address as a result of a researcher wanting to download material from your website. If they can do this successfully you are doing a great job at getting a contact – the first step. Getting the researcher to opt-in to regular email contact is even better and allows you a better contact qualification. That being said sometimes, if a prospect’s time lines and your business cross, a contact can be an immediate lead – a blue bird. However, how many times does this occur? Contacts in general can be represented by a normal bell curve. Some are ready to buy almost immediately – the blue birds, the majority will purchase in a given time frame after contact, while some may disappear for a long time, only to come back when they are ready to do something.Lead nurturing programs are now imperative to move contacts into prospects and transform them into sales ready opportunities. However, you will need to maintain a comprehensive history of every communication with your contact. As a result, having a CRM software solution directly connected to your lead nurturing strategy is mandatory. It will maintain the information you send to each contact, but also to guide you with the right follow-up communication. There are many types of communications that are valuable including white papers, case studies, podcasts, industry trends and benchmarks and general tips.Your goal is to ensure that the contact sees you as the specialist, someone who is knowledgeable and will be on their contact list when they are ready to seriously look at solutions that you offer. Having many valuable communications over time, is similar to a sales person who builds credibility with many visits – providing the right information to help the right decision to be made for the business.Today, the barrier to entry in maintaining a database of contacts and information is quite low. Access to enterprise level software such as Microsoft CRM software or Goldmine CRM can be achieved by small and medium sized business, not just large companies. Web based CRM software is priced on a user basis and will perfectly suit most businesses.
Time Management One of the biggest challenges facing entrepreneurs and business owners is managing their time. It will make you or break you as a businessperson. The most important component of this is prioritization and ensuring you spend your time on the highest income producing activity. If you’re like me, you have literally hundreds of things on your to-do list and if you’re not careful, the most important things never get done! The numbers of calls, emails, and other minute tasks that seem to show up throughout our day is exactly what keeps us from achieving all of the goals we have in our businesses and throughout our lives. Every week we are given 168 hours. How many of you have heard your colleagues or friends tell you they will do all that important stuff they know they need to do as soon as they create more time to do it? The truth is you can never create more time! The question is how you will use your 168 hours. Will you fill your 168 hours with all of the day to day fluff that keeps you from doing that which you know is the most important business building actions or are you spending your day with the work that keeps you really, really busy but not producing the results you know you need to create. When deciding what to do first, there are a few questions I recommend asking first: 1. What is the highest and best use of my time now? 2. What is my fastest path to cash? 3. What is my highest income producing activities in alignment with my outcomes? For many of us, we wake up every morning and turn straight to our email, only to find we’ve lost sight of of the most important priorities of the day and spent our day answering email and reacting to the problems that arise. No business’ ultimate success has ever been created in reacting to circumstances. True business success requires productivity instead of reactivity. High-level business men and women all implement the following action steps to ensure they produce the most they possibly can in their day. The first thing they do is create a list of the ten most important things they need to get done in a day every night before they go to bed. When they wake up in the morning the first thing they do is take out that action list and take action. The second thing they do is complete ten things by 10 AM. You’ll learn later about the Power of Momentum. By completing ten things by 10AM you’ll be amazed how much more you’ll get done in your day because you’ve gotten started with such strong energy and momentum.
Contractor insurance is an essential element of running a contracting business and comprehensive insurance cover can mitigate the impact of events such as thefts, an investigation by HMRC or even the threat of legal action and compensation arising from client accusations of negligence. Umbrella company contractors are normally covered by their umbrella company employer’s policy, but limited company contractors must make their own arrangements to ensure they have adequate cover in place to satisfy business and client requirements. Insurance types to consider There are three main categories of insurance that contractors should consider: • Office • Professional indemnity • Tax investigation. A comprehensive office policy would normally include public liability and employee liability, legal requirements for trading limited companies, plus home office contents and portable equipment cover for business equipment, such as laptops and mobile devices. Professional indemnity insurance, also known as ‘PI’, will provide the funds to cover legal advice if a client levels accusations of negligence against a contractor, and may also cover any payouts for compensation. Most clients, particularly those in the public sector, require that a contractor limited company has at least £1m in PI cover. Tax investigation insurance covers the cost of accountants and other expert assistance in the event of an investigation by HMRC. A routine compliance visit by an inspector may only cost a few hundreds of pounds in an accountant’s time, but if the investigation develops into a full-blown IR35 case, the cost of an expert defence can run to tens of thousands of pounds, which could financially ruin a contractor who does not have insurance. Choosing the right policies Not every contractor’s insurance needs will be the same. Some contractors may have requirements unique to their sector, or could have business premises, such as an office or workshop, that require specialist cover. A specialist small business insurance broker will usually assess a contractor’s insurance requirements as part of their service and then actively seek out the most appropriate policies for the contractor’s specific needs from the market. Alternatively, it is possible to obtain a comprehensive package of insurances directly from an insurance company, but contractors should ensure the insurer understands the contractor marketplace and has a track record in providing contractor insurance products. Contractor insurance costs As most policies will be individually tailored to a specific contractor’s needs, each policy is priced accordingly. Buying insurance in a bundle direct from an insurer or via a broker is usually more cost effective than buying different policies direct from different suppliers. As a rule of thumb, a comprehensive office policy costs a few hundred pounds, PI insurance from a few hundred to several thousands, depending on the amount of cover required and the type of services the contractor provides. Tax investigation insurance comes as a benefit of PCG membership. If bought separately, it can cost a few hundred pounds a year, and compared to the potential cost of an investigation, it is generally a worthwhile investment.
Most Time Attendance Software industry articles will give you the advice that the first step in selecting the right Time and Attendance System is to determine your needs, which is more often than not easier said than done. Until such time that you have a reasonable or better understanding of what the various TimeandAttendance products are capable of, it can be difficult to know exactly what you require. Even if you do, your needs are probably going to change as you continue to see “nice to haves” in the additional products that you review. All of this is why TimeandAttendanceCompare.Com was created. It’s a user-friendly software selection tool that details the options and features of industry-leading Time and Attendance Systems. When you use the Software Selection Tool, you will specify which features and options you absolutely require, which might be of interest to you, plus you will give a weight to the importance of each. Upon completion of the survey, you will be presented with a list of the Time and Attendance Software products that best meet your particular needs. From that point you may select to receive a free demonstration on as many products as you are interested in. Tips for Comparing Apples to Apples Now it’s time to schedule the free demonstration and take the next step in your Time and Attendance Software selection process. The demos are going to vary considerable in skill and presentation so it can be difficult to compare the various systems. This is where it is best to participate heavily during the demonstration presentation; if you want to compare apples to apples, you need to make sure that you see the apples do the same thing. Aka you need to “standardize” the demos. Ask each presenter to run you through a few standard processes that you have picked during each demo. For example, a walk-through of the steps to adding a new employee, creating a schedule for that employee, doing some keyboard and time clock punches, and review the exceptions. This way you can grade each product on how well or how poorly they handle each of these functions. If there are specific reports that you must have, make sure to request a demonstration of those reports and how they are created. Time and Attendance Software Support Just as you standardized the sales demonstrations, you should also standardize how you view the support for each company. This can be a very tricky area to get solid answers but it is worth asking some questions and getting references. Ask about hours, response times, costs, product improvement updates, and government compliance updates. Ask whether updates are included as part of the annual support. You should also ask what happens if you uncover a bug in the system. What are the steps to resolving such a problem? Make sure they have a process through which you can report problems. They may not show it to you but it is good to ask the questions. Making Sure the Person Responsible for Your HRIS Implementation is Qualified In our archive, you will find an article called “How to have a successful Time and Attendance Software Implementation”. It’s full of tips on selecting the best team to implement your TimeandAttendance Software. It has the five tips for ensuring success. Why Number of Installs and Length of Time in business are Important We included the number of installs and length of time in business of our participating Time and Attendance Software, Time and Attendance System vendors for a reason: They are important. The more installs they have done provides a greater opportunity to correct as many issues as possible. The longer they have been in business can offer insight into the stability of the company. Generally speaking, the longer they’ve had their products on the market, the cleaner their applications will be.
A peer review organization can assist any group in learning more about improvement methodologies that can be applied. These recommendations for improvement are made as a result of the conclusions from the discovery as applied in the medical records review process. The primary areas of review are meant to insure the quality of health care services, increase awareness of organizational goals and methods to achieve them and to learn more about the standards of practice as they are applied across a large section of patient populations in varying environments and practice settings. The analysis by a peer review organization is achieved by a combination of quantitative statistical methods and the application of expert methods in clinical settings. These methods apply equally as well irrespective of whether the organization is a government agency, a HMO, a managed health care facility, a PPO, a self-insured program. Regardless of the type of health care organization, a peer review organization can provide a perspective on the medical record review that is not able to be achieved in house because there is an objective analysis made by trained physicians, nurses, epidemiologists, data experts, system analysts, and organizational health care administration experts. Because there is no influence of side agendas in that the experts are free to give their opinions on specific cases without any fear of departmental troubles or excess management scrutiny for noticing and admitting potential errors, the analysis can be very illuminating. Because the medical records analysis is done systematically without individual patient identification, there is no excess liability created by the independent peer review organization when notification is taken of mistakes made and where improvement may be achieved. A good peer review organization is a full service group that is capable of performing a review at a high level of quality where the review procedures can be customized to meet the needs of the client to provide the best results for the health care organization and for the community as a whole. Peer review organization are judged on their ability to provide an expert opinion in the time frame that is allocated for the study. They need to have the staffing with the credentials that are qualified to make the analysis and they need to understand the case specifics as well as the goals of the organization as a whole.
Human resources is a term that has undergone a bit of a transformation over the past few years. Although HR is still involved with the hiring of staff, they role is of a much more strategic nature than it once was. In the past it was a career that was quite administrative in nature. There was a lot of work involved with company policy, procedures and the orientation of staff. Today human resources management is more to do with building and strengthening the employees as an asset to a company. It has been found that if you want your company to do better than its competitors, then having a cohesive and productive workforce on your side will help you get there. Human resources management carries out the leg work to ensure the employees of a company are happy, fulfilled by their jobs and on a clear career path. There is a considerable amount of strategic planning involved in HR in the modern business world. If you want to go one step further than your competitors then human resources may be the area that helps you get there. If you want to find out more about the best ways to carry out human resources and learn some tips for success then read on. Honesty and transparency are absolutely vital when it comes to human resources. Whatever project you are implementing you should be open with your staff. A good example of this comes in talent management. It is important for strategic planning and decision making when a CEO and senior management team can see the direction a company is heading. Identifying future key players and even the next CEO through talent management helps this a great deal. Talent management shouldn’t be done under the radar however. Be open and honest with staff. Tell them why you are carrying out performance monitoring and assessments. Ask them what they hope to achieve over the coming years. By working together with staff you will be able to glean more information from them which will help with the processes and ensure there is no resentment or mistrust between staff and management. Another good tip for successful human resources management is to treat employees as individuals. This means scheduling one to one meetings with them on a regular basis and ensuring each member of staff is clear on not only their own career paths, but the path of the company too. When the employees at a company feel valued and appreciated and can see clear direction for their progression within an organization, their productivity and desire to see the company do well increases. This is good for everybody, not to mention the company’s bottom line! It is not always a good idea to carry out human resources tasks yourself, but instead hire professionals to do it for you. When you hire a company who specialize in HR management then you know that your company and your staff are in the hands of the very best. As well as having access to the vast knowledge base of experience that HR professionals from an outside company have, you will receive the benefits of a variety of specialist HR software. From employee assessment software to performance monitoring tools, you will have a huge resource pool of equipment, software and tools at your disposal. This can be of great benefit to the employees and the company as a whole. When it comes to human resources management you should ensure your company is doing it well. Half hearted attempts to help the staff and increase morale could leave the employees dissatisfied. To ensure you are providing the best human resources management to your employees, look to HR outsourcing as the solution. From recruitment process outsourcing to employee performance monitoring and talent management, an outside team can provide all your HR needs leaving you the time to concentrate on your core business activities.
“NASHVILLE, Tenn., Dec. 28, 2010 – Qualifacts Systems Inc. announced today that its Electronic Health Record product, CareLogic Enterprise, is 2011/2012 compliant and has been tested and certified by the Certification Commission for Health Information Technology (CCHIT®) as an EHR Module under the ARRA Meaningful Use rules. The 2011/2012 criteria support the Stage 1 meaningful use measures required to qualify eligible providers and hospitals for funding under the American Recovery and Reinvestment Act (ARRA). CareLogic Enterprise meets the following 23 certification criteria: 170.302 (a): Drug/Drug and Drug/Allergy Interaction 170.302 (b): Drug Formulary Checks 170.302 (c): Problem List 170.302 (d): Medication List 170.302 (e): Medication Allergy List 170.302 (f): Vital signs/BMI/Growth charts 170.302 (g): Smoking Status 170.302 (i): Patient Lists 170.302 (j): Medication Reconciliation 170.302 (m): Patient Specific Education Resources 170.302 (o-w): Foundational Infrastructure Security & Privacy 170.304 (a): Computerized Physician Order Entry 170.304 (b): e-Prescribing 170.304 (c): Demographics 170.304 (d): Patient Reminders “By achieving ONC-ATCB certification, and because of our Software-as-a-Service delivery model, all of our Enterprise customers are now using a certified EHR,” says Gregg Boyle, Qualifacts chief technology officer. “Combined with our fast implementations, behavioral health and human service providers now have a certified EHR option that can pay for itself in the first year.” Qualifacts’ customers are excited about CareLogic’s certification and their opportunity to begin demonstrating Meaningful Use, too. Dr. Gail Lawson, executive director of Sound Community Services in New London, Conn., says, “Meaningful Use incentives will allow our agency to draw down significantly more revenue, and because of our use of the Qualifacts EHR, we are almost 100% there.” Laurie Callaghan, administrator of information technology for Barber National Institute in Erie, Pa., says, “We know that Qualifacts is firmly committed to providing the most advanced EHR system possible. Having an application that is certified will allow us to receive maximum reimbursement for the services we provide.” Jeff Forman, CFO for Behavioral Healthcare Partners of Central Ohio in Newark, Ohio, says, “One of the reasons we went with CareLogic was our confidence that Qualifacts had both the technical expertise and software platform to meet any EHR standards promulgated by the various regulatory bodies. At BHPCO we believe that participating in the Meaningful Use Program will provide additional resources that will allow us to continue with the development of our electronic health record, and with our six eligible providers, we anticipate that the incentive payments will cover a substantial portion of the cost of ownership.”” Qualifacts is hosting a series of webinars to give behavioral health agencies detailed information on how they can meet Meaningful Use requirements and receive incentive payments in 2011. Interested parties can see a schedule and register at the Qualifacts website (www.qualifacts.com). Please visit the Meaningful Use section of the Qualifacts website for more information, including updates from the company and links to key government announcements. About CareLogic™ The CareLogic Enterprise EHR Module, certification number CC-1112-984260-1, is 2011/2012 compliant and has been certified on December 22, 2010, by the by the Certification Commission for Health Information Technology (CCHIT®), an ONC-ATCB, in accordance with the applicable Eligible Provider certification criteria adopted by the Secretary of Health and Human Services. This certification does not represent an endorsement by the U.S. Department of Health and Human Services or guarantee the receipt of incentive payments. The additional software CareLogic Enterprise relied upon to demonstrate compliance includes: Emdeon. About CCHIT The Certification Commission for Health Information Technology (CCHIT®) is an independent, 501(c)3 nonprofit organization with the public mission of accelerating the adoption of robust, interoperable health information technology. The Commission has been certifying electronic health record technology since 2006 and is recognized by the Office of the National Coordinator for Health Information Technology (ONC), U.S. Department of Health and Human Services (HHS) as an Authorized Testing and Certification Body (ONC-ATCB). More information about CCHIT, CCHIT Certified® products and ONC-ATCB certified electronic health record technology is available on the organization’s website About ONC-ATCB 2011/2012 Certification The ONC-ATCB 2011/2012 certification program tests and certifies that EHR technology is capable of meeting the 2011/2012 criteria approved by the Secretary of Health and Human Services (HHS). The certifications include Complete EHRs, which meet all of the 2011/2012 criteria for either eligible provider or hospital technology and EHR Modules, which meet one or more – but not all – of the criteria. ONC-ATCB certification aligns with Health Information Technology: Initial Set of Standards, Implementation Specifications, and Certification Criteria for Electronic Health Record Technology published in the Federal Register in July 2010 and strictly adheres to the test procedures published by the National Institute of Standards and Technology (NIST) at the time of testing. ONC-ATCB 2011/2012 certification conferred by the Certification Commission for Health Information Technology (CCHIT®) does not represent an endorsement of the certified EHR technology by the U.S. Department of Health and Human Services nor does it guarantee the receipt of incentive payments. CCHIT® is a registered mark of the Certification Commission for Health Information Technology. About Qualifacts Systems, Inc. Qualifacts delivers cost-effective behavioral health software and case management software solutions that enable human services providers make more informed decisions regarding the care of clients, while meeting and exceeding compliance requirements and improving financial performance. Qualifacts harnesses its clients’ expertise and industry best practices to deliver solutions with immediate returns and ever-increasing value. Location: Nashville, TN”
So many opportunities come our way, but most are usually dismissed due to the search for the perfect opportunity. Because of that, tons of possibly great opportunities are sent down the drain. If only 1 could get rid of this notion, and simply turn every single possibility as a potential success story, then 1 can tell with confidence that chances ought to not be lost, but instead converted into successes. How can one turn an opportunity into a golden success story? Much more notably, isn’t it time for this sort of challenge? One can’t just discover how you can become talented, distinct from a group of abilities, which you are able to obtain over conscientious study. Therefore, it’s rather silly to enable yourself to try and fit into a certain job opportunity description even in case you don’t have the required group of skills. Joblessness may perhaps be an economic problem, but underemployment harms the psyche of the society in an even more serious manner compared to lack of employment. But career routes have a particular required set of abilities of occupation descriptions for people today employed in their walk of life. This only attests that for each and every field lies a widespread denominator – regardless of whether in features or capabilities – for all included. Regardless of line of work, the capacity to pay attention and express themselves, to follow along with as well as head, to plan and to execute are classified as the most sought-after. Leadership abilities are in high demand, but obtaining them is not an effortless task. It’s easy to identify the issues leaders do, but difficult to do what must be done to become one. Leadership just isn’t an effortless job in anyway. With it comes a huge liability to bear, and far more importantly, the capacity to arrive with resolutions and methods. Like the saying goes, leaders are born, not created. There’s no Googling one’s way to leadership status. Leadership just isn’t a status one earns overnight. Decades of tough work, and of both triumphs and failures, lead to excellent strategic thinking. But one doesn’t necessarily need to be old to learn how to solve complications and create strategies. Quite a few a brilliant minds these days reach their leadership statuses by learning empirically, and at the exact same time immersing in strategic thinking workshops. Even a corporate leadership training is being used to supply leadership development and strategic reasoning to help future leaders to have that sought-after top management spots. Only those who have high respect for the demands and rewards of becoming a leader can best realize how to turn out to be one. The prerequisites are demanding, but whether or not you decide on to learn from encounter or to facilitate the process by undergoing leadership development, success is just on the horizon for you.