Write a response to each discussion. Taylor 7.1 Top of Form Are you or your immediate supervisor involved with staffing decisions?  No, I am not involved with staffing decisions, but my supervisor is. Forecast are prepared by using the staffing measurement known as the full-time equivalent (FTE). The text states that there are two different methods how to compute the FTE the annualizing method, and the scheduled – position method FTE is a measure equivalent to the employee annualized, or staffed for the full-time employment Baker & Baker (2014). Human resources could benefit by using both methods, all they would need to do is complete a trend analysis to review past employment needs to predict future needs. This can be completed two ways by computing the number of employees at the end of a certain numbers of years, the second way is the number of employees in a certain function research shows it’s best to use both methods to cover all bases. Bottom of Form Muhlecke 7.1 Top of Form Are you or your immediate supervisor involved with staffing decisions?  If so, describe how staffing forecasts are prepared. In the military healthcare system, there are our civilian population that are hired through the civilian office on base via an ad that ask for specific experiences and criteria. If it looks like we may need additional positions due to an increase in the population in a certain area or a new mission is added to the base, the Surgeon General’s office will forecast for a new position for that particular base through the main civilian personnel office.  Our civilian positions do not fluctuate often and stay consistent in how many exist.  The civilian hires are come in the form of contractors or government GS positions. The Active Duty hires are also completed based on the needs of the Air Force.  It is predetermined by the Air Force pentagon staff based on the number of servicemen and woman as well as their families how many technicians and physicians are needed. Once the members are staffed there are higher ranking personnel who are called Major Command Functional Managers who oversee their specific specialty in that particular command.  I am the Aerospace Physiology Air Combat Command Functional Manager. In that position, I am able to forecast if the number of hires from the Pentagon are accurate for the mission tempo and ask for an adjustment or a movement of a position from one base to the other.  The best way to describe forecasting in the military is a system of checks and balances of personnel based on the mission, resources, and operations tempo. Bottom of Form 7.1 Prince Top of Form I am a supervisor in a company that is a third party claims administrator. My team manages FMLA and short term disability claims for a national health care organization.  I do not make decisions about the number of positions budgeted to the office or team.  My office VP advises me the number of approved FTE's for our client and I do the interviewing a.

1. Write a response to each discussion.
Taylor 7.1
Top of Form
Are you or your immediate supervisor involved with staffing
decisions?
No, I am not involved with staffing decisions, but my
supervisor is. Forecast are prepared by using the staffing
measurement known as the full-time equivalent (FTE). The text
states that there are two different methods how to compute the
FTE the annualizing method, and the scheduled – position
method FTE is a measure equivalent to the employee
annualized, or staffed for the full-time employment Baker &
Baker (2014). Human resources could benefit by using both
methods, all they would need to do is complete a trend analysis
to review past employment needs to predict future needs. This
can be completed two ways by computing the number of
employees at the end of a certain numbers of years, the second
way is the number of employees in a certain function research
shows it’s best to use both methods to cover all bases.
Bottom of Form
Muhlecke 7.1
Top of Form
Are you or your immediate supervisor involved with staffing
decisions? If so, describe how staffing forecasts are prepared.
In the military healthcare system, there are our civilian
population that are hired through the civilian office on base via
an ad that ask for specific experiences and criteria. If it looks
like we may need additional positions due to an increase in the
population in a certain area or a new mission is added to the

2. base, the Surgeon General’s office will forecast for a new
position for that particular base through the main civilian
personnel office. Our civilian positions do not fluctuate often
and stay consistent in how many exist. The civilian hires are
come in the form of contractors or government GS positions.
The Active Duty hires are also completed based on the needs of
the Air Force. It is predetermined by the Air Force pentagon
staff based on the number of servicemen and woman as well as
their families how many technicians and physicians are needed.
Once the members are staffed there are higher ranking
personnel who are called Major Command Functional Managers
who oversee their specific specialty in that particular
command. I am the Aerospace Physiology Air Combat
Command Functional Manager. In that position, I am able to
forecast if the number of hires from the Pentagon are accurate
for the mission tempo and ask for an adjustment or a movement
of a position from one base to the other. The best way to
describe forecasting in the military is a system of checks and
balances of personnel based on the mission, resources, and
operations tempo.
Bottom of Form
7.1 Prince
Top of Form
I am a supervisor in a company that is a third party claims
administrator. My team manages FMLA and short term
disability claims for a national health care organization. I do
not make decisions about the number of positions budgeted to
the office or team. My office VP advises me the number of
approved FTE's for our client and I do the interviewing and
hiring. I do know that the number of FTE's for our client is
based on the number of average claims filed for our client per
year and then is broken down to individual caseload per
examiner.
Bottom of Form

3. Heard 7.1
Top of Form
I am not involved with staffing decisions in my current position.
However, I think it’s very important to take into account
internal and external changes and must integrate HR planning
with the company’s business plan. Once all relevant information
has been collected, the HR Department should forecast its
staffing and recruitment needs. Developing a detailed and useful
set of job requirements is key.
This information can help determine whether qualified
candidates already exist or whether they can be developed
within the company before recruiting externally. I Also think
that documenting turnover trends to help predict how many
people will leave an organization will prepare an organization
for peak recruitment times.
Taylor 7.2
Top of Form
My organization uses a flexible budget which is a budget that
adjusts or flexes for changes in the volume of activity Baker &
Baker (2014). Companies prepare flexible budgets at the end of
an accounting period to compare how they spent their money
with how they had planned to spend their money. The flexible
budgets show how they truly spent their funds. The original
budgets, and the static budgets, show how they had expected to
spend their funds. For example, Flexible budgets also allow
companies to model how they might allocate their funds in lieu
of particular changes. A company can prepare an array of
flexible budgets that each reflect a different scenario. This is
termed pro forma analysis. For example, a mental health facility
would create a budget showing what its profits and expenses
would be if it had 800 (imaginary numbers) admissions that
year. The mental health facility might also create a budget
showing profits and expenses for filling 80 rooms and 50 rooms

4. that year, causing each version to adjust certain items in the
budget, not just earnings. For example, if the weather
conditions changed the homeless population may seek the
facility for shelter and food alone, because of that the facility
might need to hire new employees or pay overtime to meet the
patient’s needs.
Winterstien_7.2
Top of Form
Does your organization use a flexible or a static budget?
Explain and provide examples.
I believe it would make sense that my organization uses both
budgets. I think that specifically for staffing in healthcare, it is
based on both budgeting principles. The organization budgets
for staffing based on staffing grid for the year. However, when
there are shortages in staff due to heavy census, terminations,
suspensions, promotions or even individuals quitting, there are
temporary periods of time when the staffing budget needs to be
flexible and allow for travel nurses to fill in the gaps or allow
for bonus pay for nurses to pick up extra shifts. Additionally, as
the professor pointed out in last week’s discussion, there has to
be flexibility in the budget to pay for orientation of new staff,
meetings, professional training, etc. Staffing budgets are
probably the biggest example of an area where both budgets are
required in healthcare due to the need for an organization to try
to keep costs down but also try to fill in the gaps when
necessary.
Muhlecke 7.2
Top of Form
Does your organization use a flexible or a static budget?
Explain and provide examples.
The military uses a static budget because, according to Baker
and Baker (2014) it is based on a single level of operations and
has been approved, finalized and never adjusted.

5. This is the operating budget that the government gives each
facility every fiscal year. It is based off the previous year and
how much was spent and adjusted accordingly for the next year.
If a particular facility was consistent in not spending their
entire budget for several years, their budget will be decreased
and redistributed towards the areas that need it the most. The
budget for the employee salaries are the same because it is
based on rank and those in the same rank category make the
same and if you are in a specialty position you get more but that
is predetermined as well based on the position. Something else
that is static is the Government Purchasing Cards that are used
to purchase local apparel that is not office supplies but unique
to a particular job or mission. Flights are usually given $3,000
each month for these types of supplies. For instance, oxygen
bottles for a high altitude jump or gear to fly on the back of
Airplanes. Additionally, a static budget is also used for
conferences and schools which comes out of a separate account
but is fixed and projected each year.
Juan Casas DB 7.2
Top of Form
I used to work in Finance a couple of years ago and reporting
has changed a little bit within my organization. I talked to a
couple of people that currently work in finance and they told me
that for official financial statements, the organization still uses
static budget. When month-end close takes place, financial
teams meet together to analyze and discuss the actual numbers
compared to the static budget.
In addition, the decision support system has developed
Responsibility Reports for responsibility centers use. Actual
numbers are displayed along flexible budget numbers, allowing
managers to have a better handle of their operating expenses.
Responsibility centers mainly flex their budgets on labor and
supply items. Each responsibility center has a primary
productivity stat that is used in order to flex labor and supply

6. line items. For example, nursing floors would use equivalent
patient days, OR would use surgery minutes, imaging would use
number of test or scans, etc.
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