Assessment and Planning a. Carefully READ the Nursing Student Health Checklist – Proof of Clinical Clearance form.
Assessment and Planning. Before implementation of the dashboard project commences, stakeholders should assess the benefits and feasibility of the project. Following is a framework (Table 3-4) for guiding decisions about Determine the content Determine benefit and cost Determine feasibility What outcomes, activities, behaviors, or attitudes can demonstrate that the program or project is achieving stated goals and objectives? (These are the indicators.) Are data for those indicators currently collected? If not, is it feasible – ethically, legally, and financially, for the department to collect this data? Is there additional information that would be useful for staff to access at the same point? Does the department have a need for multiple staff to access this content on a regular basis for monitoring, planning, or communicating? How difficult is it for the staff to access this information in the current state? Are there other benefits or uses of displaying the information in this manner? For data from external sources, who owns the data? What is the data owner’s policy about sharing this data? Can the department meet the data owner’s requirements for data sharing? What infrastructure exists for accessing and transmitting the data? Does the department have the technical expertise, equipment, and human and financial resources to develop and maintain: • connections to the external data? • a server for hosting the visualization tool and dashboard? • the dashboard display? Table 3-3 Project Decision Framework to use in determining the feasibility of implementing the model. • the type of information to be displayed in the dashboard • whether the project benefit will outweigh the costs • the type of visualization tool to use in the system Initiating the project. If the project is deemed feasible, the initial step is to identify the executive stakeholder(s) and the project team. The executive stakeholder will provide final approval on the appointment of the project team and on planning documents and milestones. An executive stakeholder for this project should demonstrate a high level of interest in the success of the project. Since selecting and communicating information is the purpose of this project, the executive stakeholder should also represent the interests of maintaining validity and consistency in communicating data and statistics on behalf of the department. The project team should consist of a project manager, a representative of the staff who will build and maintain the system, o...
Assessment and Planning. To achieve individualized integrated employment outcomes, an employment service professional must use objective, strengths-based assessment and planning techniques to understand the goals, interests, strengths, skills, and needs of each job seeker. The following chart lays out the essential knowledge areas for employment support professionals. These represent broad categories, within which employment service providers can select from available trainings or craft new learning opportunities for staff. Trainings identified with # are required for all Employment Services Agency staff. Employer & Community Relations □ Networking and Connecting □ Disability Etiquette □ Disclosing Disability □ Messaging Integrated Employment# □ Presentation, Sales, and Negotiation □ Employer Incentives □ Customized Employment: Employer Discovery and Job Negotiation Use of Resources □ Long-Term Care (Inclusa specifically) □ Division of Vocational Rehabilitation □ School Transition Programs □ SSA Work Incentives □ One-Stop Services □ Local Non-Profit and Community Resources □ Blending and Braiding Resources Assessment & Planning □ Strengths-based Assessment Methods# □ Customized Employment: Discovery Process □ Person Centered Planning Principles Self-Determination □ Career Exploration Techniques □ Effective Job Search Tools and Techniques □ Customized Employment: Planning Meeting, Profile, and Visual Resume □ Motivational Interviewing □ Meeting and Team facilitation On The Job Supports □ Requesting Accommodations □ Workplace/Cultural Analysis □ Job Duty and Task Analysis □ Systematic Instruction □ Assistive Technology# □ Workplace Personal Assistance □ Facilitating Natural Supports □ Disability Awareness □ Self-Directed Supports Provider Agency shall provide the necessary staff training and development to ensure the highest quality service is provided to members. The employment services provider shall ensure the following training is met for all staff: • Applicable regulatory/licensure training requirements • Member Target Group Specific training • Member Rights and Responsibilities training • Documentation/Data Collection and Reporting training • Confidentiality training • Medication Management and/or Administration Training, as applicable Provider shall provide and maintain adequate staffing to meet the needs of members referred by MCO and accepted by provider.
Assessment and Planning i. The UC implements initiatives, transformation projects, and changes occurring within our systems. Below are descriptions of previous projects and the types of consulting projects and requirements from the department for IT Consulting services: o Advisory for payroll systems o Advisory for AI o Overall organization development assessment and recommendation o Optimization of services delivery function across Payroll resources o Student Health Systems Assessment o Overall IT assessment (interview stakeholders and develop recommendations) o Increase capacity assessment d. On-going Support for Software, Services
Assessment and Planning
