This records life cycle action plan was created by Amanda Volzke, Stephanie Rayeske, and Victoria Lewis for Moraine Park Technical College staff. It outlines the types, formats, locations, retention periods, security classifications, disposal methods, and consequences for not properly managing various types of records, including personnel files, applications, and benefits information. Key records include background checks, employee agreements, evaluations, applications, and benefits like healthcare and retirement. Proper documentation and secure storage is outlined to comply with legal requirements and prevent losing vital information about employees, applicants, and benefits.
This document provides a summary of the St. Mary's County Library customer service policies manual. It outlines policies related to library locations and hours, holidays, governance structure, Friends of the Library organization, and the confidentiality policy. The confidentiality policy states that circulation and other records identifying personal information about library patrons are confidential and will not be disclosed except under certain legal circumstances such as a valid court order.
This chapter introduces key concepts in records management. It discusses the challenges posed by the growing information explosion. Records management is defined as the systematic control of records from creation through final disposition. Records are classified based on their use, place of use, and value to the organization. The functions of records management include planning, organizing, leading and controlling records according to their lifecycle stages of creation, distribution, use, maintenance and final disposition. Emerging trends like electronic records, email, document imaging and e-commerce are also discussed.
The document discusses three main records management models:
1) The European Administrative model which does not distinguish between records and documents and is managed by administrative staff with no clear retention schedules.
2) The Lifecycle model conceived in the 1930s which defines the lifecycle of a record from creation to disposal and is based on a linear timeline. It separates records management and archival functions.
3) The Records Continuum model which defines records management as a continuum with four dimensions of time and space. It abolishes differences between archivists and records managers.
The document discusses information lifecycle management and developing an information management lifecycle approach. It covers the stages of the lifecycle including create/capture, index/classify, process, store/manage, retrieve/publish, archive, and destroy. Standards, policies, document management, records management, classification systems, taxonomies, retention schedules, and developing a records management system are also summarized.
The document provides guidelines for customer service at a campus café. It outlines the mission to serve students, faculty, and guests in a friendly, positive atmosphere. It details employee roles and expectations, policies around food handling and cleanliness, and management support. It also discusses utilizing technology like websites and social media. Additionally, it offers guidance on communicating with customers, meeting their needs, managing difficult customers, and relationships to prevent service breakdowns.
This document discusses ethics and ethical behavior in business. It defines ethics as having guidelines for human behavior and choosing between right and wrong. Ethical behavior means consciously choosing to do right. A code of ethics provides a set of rules to guide individuals and businesses. For businesses, it means applying principles of right and wrong to workplace situations. A business has ethical responsibilities towards customers, employees, and the community it operates in.
This document discusses key aspects of providing good customer service. It defines internal and external customers and emphasizes the importance of quality characteristics like accuracy, friendliness and timeliness. It outlines objectives like identifying different types of customer contact and creating positive customer experiences. It also discusses the importance of caring responses, managing customer expectations, reactions to good and bad service, and retaining customers through proactive rather than just reactive service.
This presentation discusses the importance of effective records management. It notes that the amount of electronic records is growing rapidly but finding information can be difficult without a records management system. A good records management system allows organizations to create only necessary records, retain them for as long as needed, and dispose of them appropriately. It emphasizes that both paper and electronic records should be managed according to their content and purpose, not just their format.
This document provides a summary of the St. Mary's County Library customer service policies manual. It outlines policies related to library locations and hours, holidays, governance structure, Friends of the Library organization, and the confidentiality policy. The confidentiality policy states that circulation and other records identifying personal information about library patrons are confidential and will not be disclosed except under certain legal circumstances such as a valid court order.
This chapter introduces key concepts in records management. It discusses the challenges posed by the growing information explosion. Records management is defined as the systematic control of records from creation through final disposition. Records are classified based on their use, place of use, and value to the organization. The functions of records management include planning, organizing, leading and controlling records according to their lifecycle stages of creation, distribution, use, maintenance and final disposition. Emerging trends like electronic records, email, document imaging and e-commerce are also discussed.
The document discusses three main records management models:
1) The European Administrative model which does not distinguish between records and documents and is managed by administrative staff with no clear retention schedules.
2) The Lifecycle model conceived in the 1930s which defines the lifecycle of a record from creation to disposal and is based on a linear timeline. It separates records management and archival functions.
3) The Records Continuum model which defines records management as a continuum with four dimensions of time and space. It abolishes differences between archivists and records managers.
The document discusses information lifecycle management and developing an information management lifecycle approach. It covers the stages of the lifecycle including create/capture, index/classify, process, store/manage, retrieve/publish, archive, and destroy. Standards, policies, document management, records management, classification systems, taxonomies, retention schedules, and developing a records management system are also summarized.
The document provides guidelines for customer service at a campus café. It outlines the mission to serve students, faculty, and guests in a friendly, positive atmosphere. It details employee roles and expectations, policies around food handling and cleanliness, and management support. It also discusses utilizing technology like websites and social media. Additionally, it offers guidance on communicating with customers, meeting their needs, managing difficult customers, and relationships to prevent service breakdowns.
This document discusses ethics and ethical behavior in business. It defines ethics as having guidelines for human behavior and choosing between right and wrong. Ethical behavior means consciously choosing to do right. A code of ethics provides a set of rules to guide individuals and businesses. For businesses, it means applying principles of right and wrong to workplace situations. A business has ethical responsibilities towards customers, employees, and the community it operates in.
This document discusses key aspects of providing good customer service. It defines internal and external customers and emphasizes the importance of quality characteristics like accuracy, friendliness and timeliness. It outlines objectives like identifying different types of customer contact and creating positive customer experiences. It also discusses the importance of caring responses, managing customer expectations, reactions to good and bad service, and retaining customers through proactive rather than just reactive service.
This presentation discusses the importance of effective records management. It notes that the amount of electronic records is growing rapidly but finding information can be difficult without a records management system. A good records management system allows organizations to create only necessary records, retain them for as long as needed, and dispose of them appropriately. It emphasizes that both paper and electronic records should be managed according to their content and purpose, not just their format.
Brad Houston provides a presentation on records management laws and policies for UWM employees. He discusses relevant laws like FERPA, HIPAA, and copyright law. The presentation emphasizes the importance of properly handling records requests, litigation holds, and electronic records. Employees are advised to contact legal affairs if they have questions about complying with records laws and policies.
Opendoorline is a complete employee communication and complaint management program. It provides multiple confidential methods for employees to report issues, and professional third-party investigation of complaints. This helps employers establish a strong defense against EEOC claims by demonstrating commitment to addressing employee concerns. The program includes employee surveys, exit interviews, and reporting to monitor satisfaction and identify issues. It provides peace of mind for both employees and employers.
The document discusses various selection methods used in human resource management, including work samples, simulations, assessment centers, background checks, reference checks, honesty testing, physical examinations, and substance abuse screening. It provides examples of each method and discusses their advantages and limitations. It also covers the use of applicant tracking systems to screen and evaluate candidates.
Presentation from the 2014 Southeastern Chapter of the American Association of Law Libraries conference in Knoxville, TN on privacy audits in law libraries.
RUNNING HEAD: CAREER PORTFOLIO 1
CAREER PORTFOLIO 10
Career Portfolio
CARD 405
Lakisha Riddick
Devry University
January 28, 2017
Table of Contents
- 4 -Statement of Authenticity
- 4 -Personal Mission Statement
- 4 -Elevator Speech
- 5 -Education Background
- 5 -Resume
- 7 -Professional Development and Training
- 7 -Awards and Accomplishments
- 7 -Volunteer History
- 9 -Professional Affiliation
- 9 -Career Path
- 9 -Work Samples
- 10 -Referees
Statement of Authenticity
This is to confirm that this is the portfolio of Lakisha S. Riddick It contains information detailing my education background, work experience and skills. This document should not be copied either in full or part without prior authority from Lakisha S.Riddick.Personal Mission Statement
To secure and maintain a demanding position where I can productively apply my strengths and knowledge of the Legal field in E-Discovery, Records Management,Litigation Support, and Computer Administration.management including physician contracting, utilization review, and quality assurance systems. I would also add to my skill set and achieve my Masters in Information Securities.
Elevator Speech
Resourceful associate with more than 15 years experience. Proven expertise in data management, customer service, office administration, medical records, Legal support, and organization while working for governments and corporations. Skilled in collaborating with all members of the organization to achieve objectives. Instrumental in streamlining and improving record filing processes, enhancing productivity and implementing tactical procedure implementation, compliance training. My goal is to become a valuable corporate asset by becoming a valueable asset to any orginazation mission statement .Education Background
Devry University, Charlotte NC
Bachelor of Science Computer Information Systems/Healthcare Systems Current Enrollment –June 2017
3.00 GPAResume
Lakisha S. Riddick
11459 Abbotswood Ct Uppermarlboro, M.d 20774 (803)389-9201
To maintain a position in a productive working environment, where I can continue to apply my strong knowledge of legal support in the E-discovery field, with a position as a Programmer Technican or as a Systems Administrator. the organization.
Devry University, Charlotte, NC
· Bachelor of Science in Computer Information Systems/Helathcare Systems -June 2017
Johns Hopkins University , Baltimore MD
· Courses completed -2004
Dates 12/2015 – Present CACI/SECWashington, DC
Programmer Technician II
· Apply knowledge of computer system principles, automated data processing functions, and metadata structures to develop solutions to user requirements
· Responsible for loading data into a Reccommind Dat ...
This document is a resume for Lareina Wilson. It summarizes her objective of seeking a challenging career where she can utilize her education and expertise. It then outlines her education which includes a Bachelors in Arts in Criminal Justice Technology from Florida Atlantic University in 2014. It describes her work history from 2008 to present at Maximus in various roles including product management, operations support, and customer service. It also lists previous roles at Aegis Communications in sales and Liberty Medical Supply in customer service. The resume demonstrates skills in areas such as teamwork, communication, leadership, computer proficiency, and customer service.
The document provides information about graduate programs, degrees, certificates, fees, and the application process for the Department of Statistics and Actuarial Science at Simon Fraser University. Specifically, it outlines that the department offers MSc and PhD degrees as well as a graduate certificate in Modelling of Complex Social Systems. It provides contact information for admission questions, application deadlines and details about tuition and fees for domestic and international students. The application process is described along with requirements and documents needed.
Audit Reports Its Your Aspirin to Data ManagementDaisy Clifton
The document discusses data auditing at the Oregon State University Foundation. It provides details on:
1) The OSU Foundation's current data system including the number of staff, users, total records, and metrics on alumni data.
2) Different types of audit reports run by the OSU Foundation to ensure data quality, including daily address, relationship, employment, and email audits.
3) Benefits of running regular audits including reinforcing protocols, improving efficiency, catching mistakes early, and providing consistency across the database.
The Great File Limbo: How Paperless Can You Go? NAFSA Tech MIG
Presented at the NAFSA Region III 2015 conference by Monica Sharp of Terra Dotta, Emilie Gordon of the University of Oklahoma, Sheena Connell of the University of the Incarnate Word, and Anna Lippard of Southern Methodist University.
Protecting personal data has been an important issue for many years. The EU GDPR extends the data rights of individuals, and requires organizations to develop clear policies and procedures to protect personal data, and adopt appropriate technical and organizational measures. UK organizations have had to comply with the Regulation since 25 May 2018, or potentially face fines of up to 4% of annual turnover or €20 million – whichever is greater.
Learning Outcomes:
This 10 webinar series is intended to elicit a clear understanding of the core elements of the GDPR, with the ability to gain a deeper understanding by asking the trainer questions during the training.
It covers how each aspect of the Regulation can be translated into implementation actions in your organization and the auditor’s role.
Webinar 10
• Handling data subject access requests (DSARs).
• The roles of controllers and processors, and the relationships between them.
• Transferring personal data outside the EU and the mechanisms for compliance.
• How to become GDPR compliant using a compliance gap assessment
This document provides information about creating a credential file through the Career Development Center at Shepherd University. It explains that a credential file contains educational, work experience, and reference information that can be sent to potential employers and graduate schools. The document outlines the components of a credential file, including forms, references, transcripts, and a resume. It also provides directions for obtaining references, waiving or not waiving the right to view references, and requesting that the file be sent to specific employers or schools.
Email and Document Retention for Investment Advisersjimeccleston
This document discusses the importance of email compliance for investment advisers and outlines regulatory expectations and best practices. It notes that examinations by regulators like the SEC entitle them to review all emails retained by advisers. It recommends advisers create policies around retaining or deleting emails, designating responsible parties, and identifying and preserving records. The document also provides examples of email types that must be maintained, such as emails between employees and clients or related to securities transactions. It concludes with suggestions for email retention programs and a note that other communications like voicemails could also become regulated records.
College of Arts and Social SciencesEthical Approval Form.docxmccormicknadine86
College of Arts and Social Sciences
Ethical Approval Form
This form should be completed and submitted to the appropriate supervisor or School Ethics Officer for consideration by the College Research Ethics and Governance Committee.
Important Note: If your research involves NHS patients, tissue or data, or NHS staff, please contact [email protected] for further guidance on ethical approval procedures.
BEFORE COMPLETING THIS FORM APPLICANTS SHOULD REFER TO:
1. The College Checklist of Good Research Practice:
http://www.abdn.ac.uk/cass/documents/CASS_Ethics_Checklist_June_2015.pdf
2. The College Research Ethics web pages can be found at: www.abdn.ac.uk/cass/research/research-ethics-and-governance-325-php
3. Information on data management, collecting personal data and data protection act requirements can be found at: http://www.abdn.ac.uk/staffnet/documents/policy-zone-governance-and-compliance/data_protection_policy_April_2015.pdf
4. Information on University Expectations of researchers can be found in the University’s Framework for Research Governance at: http://www.abdn.ac.uk/staffnet/research/research-governance-304.php
WHEN COMPLETING THE FORM APPLICANTS ARE REQUIRED TO:
1. Consider each question carefully and provide details of potential ethical issues which might arise, allowing the reviewer to make an informed decision on whether they have been addressed appropriately. Applicants are expected to provide additional information beyond the initial ‘yes’/’no’ answer to the questions provided.
Failure to provide enough information to allow the reviewer to provide informed approval of ethical issues within the research might result in the need to restart the review process.
2. For all applications, researchers must provide a brief explanation of the potential ethical issues which might arise when carrying out the research/course (e.g. justification of the need to use certain research methodologies which might raise potential ethical concerns) and how they are to be addressed. This should be provided in a separate Word document appended to the application. For clearly defined research projects/courses, the project proposal or course outline document should also be attached. Any other documents relevant to the research (e.g. consent forms) should also be attached to the application.
Code and Title of Course/Project:
Name of Principal Investigator or CourseCo-ordinator:
Project/Course Start Date:
Additional Research staff (if applicable):
Add
Application Date:
Signature of Course Co-Ordinator:
Recruitment procedures
Yes
No
N/A
1
Does your research activity involve persons less than 18 years of age? If yes, please provide further information.
2
Does your research activity involve people with learning or communication difficulties? (Note: all research involving participants for whom provision is made under the Mental Capacity Act 2005 must be ethically reviewed by NHS NRES). If yes, please provide further infor ...
Sarah Leydon has over 15 years of experience in revenue cycle management and practice management for medical practices. She founded AAAMB, Inc in 2008 which manages the revenue cycle for over 250 practices nationwide with over $40 million in annual revenue. Her experience includes contract negotiations, practice analysis, electronic medical records implementation, accounts receivable and payable management, insurance billing and collections, and serving as an instructor for medical billing and coding.
The document discusses record keeping and documentation in human resource administration. It explains that records contain information about a specific subject that is preserved in various formats. Personnel records provide a historical guide about employees, information for recruiting, and comply with certain requirements. Documentation in human resources creates a written record of employee actions and incidents that can support decisions around promotion, pay, and discipline. Proper classification and storage of records and documentation is important.
The document provides information about a research study examining the use of construction field management software to improve efficiency. The purpose is to understand the benefits and limitations of using BIM360 Field software through interviews and questionnaires of site-based managers with experience using the software. Participation is voluntary and will involve up to an hour for interviews and 15 minutes to complete an online questionnaire. All responses will be kept confidential and stored securely.
The 5 Hidden Causes of Employee Absenteeism – and What You Can Do About ThemComplyRight, Inc.
The document discusses five hidden causes of employee absenteeism and solutions. The causes are: 1) Poor screening of new hires, such as lack of background/reference checks. 2) Unclear attendance policies that are too restrictive. 3) Unidentified medical issues not covered by FMLA. 4) Unreported harassment in the workplace. 5) Inconsistent tracking of attendance and time which makes it hard to identify patterns. The document provides tips for addressing each cause, such as clarifying policies, providing harassment training, and using time tracking software.
Bal taught student ethical opinion form v.4.3 2018 ethical opinioRAJU852744
This document provides instructions for students completing an ethics form for dissertation or project units at the Faculty of Business and Law (BAL) at an unnamed university. It details what questions students need to answer depending on whether they are collecting primary or secondary data. It explains that completed ethics forms must be approved by the student's supervisor and an independent reviewer before any data collection begins. The document outlines the process for making amendments to approved ethics forms and for appealing an unfavorable decision. It stresses that a fully signed ethics form must be included in any dissertation submission.
Presentation on data protection given at the Community Archives conference 2018 by Jon Elliott (Archives and Records Association) and Jack Latimer (Community Archives and Heritage Group)
Alexander Maynard has applied for the position of Biomedical Scientist at Spire Healthcare Ltd. He is currently studying for a BSc in Biomedical Science at Sheffield Hallam University, where he is in his final year. His previous work experience includes a temporary role answering calls for the National Shielding Helpline during the COVID-19 pandemic. He believes he is a suitable candidate as he is eager to begin his career in healthcare and gain experience in a role like the one being advertised. His academic referee is listed as his academic tutor Paula Simpkin from Sheffield Hallam University.
Team Building and Problem Solving Project: Emergency Drill Effectivenessavoelzke
This document discusses issues with the effectiveness of emergency drills at Moraine Park Technical College. It identifies that a lack of participation is the main problem, with technical issues and lack of preparation as additional factors. A survey found most students and staff did not know drill procedures or importance. The recommended solution is a multi-step plan to address technical problems, improve preparation by informing all of procedures, use posters to encourage participation, and discipline those who refuse. The plan timeline is shown in a Gantt chart spanning two years. Overall, the document analyzes drill evaluation data, identifies a root cause of lack of awareness, and proposes a solution to improve participation and preparedness in emergency situations.
Team Building Project: Emergency Drill Effectivenesavoelzke
There are issues with the effectiveness of emergency drills at Moraine Park Technical College due to a lack of participation. A
questionnaire found most students and staff did not know drill procedures or their importance. The root cause is individuals do not
understand how to respond in real emergencies or feel overconfident. A solution plan addresses technical issues, preparation,
participation, and inaccurate evaluations. Implementation includes fixing equipment, informing all of procedures, encouraging
participation through posters, and disciplining those who do not participate. Evaluations will also be improved to accurately document
issues. Completing these tasks is scheduled over two semesters to increase emergency drill participation and preparedness.
Brad Houston provides a presentation on records management laws and policies for UWM employees. He discusses relevant laws like FERPA, HIPAA, and copyright law. The presentation emphasizes the importance of properly handling records requests, litigation holds, and electronic records. Employees are advised to contact legal affairs if they have questions about complying with records laws and policies.
Opendoorline is a complete employee communication and complaint management program. It provides multiple confidential methods for employees to report issues, and professional third-party investigation of complaints. This helps employers establish a strong defense against EEOC claims by demonstrating commitment to addressing employee concerns. The program includes employee surveys, exit interviews, and reporting to monitor satisfaction and identify issues. It provides peace of mind for both employees and employers.
The document discusses various selection methods used in human resource management, including work samples, simulations, assessment centers, background checks, reference checks, honesty testing, physical examinations, and substance abuse screening. It provides examples of each method and discusses their advantages and limitations. It also covers the use of applicant tracking systems to screen and evaluate candidates.
Presentation from the 2014 Southeastern Chapter of the American Association of Law Libraries conference in Knoxville, TN on privacy audits in law libraries.
RUNNING HEAD: CAREER PORTFOLIO 1
CAREER PORTFOLIO 10
Career Portfolio
CARD 405
Lakisha Riddick
Devry University
January 28, 2017
Table of Contents
- 4 -Statement of Authenticity
- 4 -Personal Mission Statement
- 4 -Elevator Speech
- 5 -Education Background
- 5 -Resume
- 7 -Professional Development and Training
- 7 -Awards and Accomplishments
- 7 -Volunteer History
- 9 -Professional Affiliation
- 9 -Career Path
- 9 -Work Samples
- 10 -Referees
Statement of Authenticity
This is to confirm that this is the portfolio of Lakisha S. Riddick It contains information detailing my education background, work experience and skills. This document should not be copied either in full or part without prior authority from Lakisha S.Riddick.Personal Mission Statement
To secure and maintain a demanding position where I can productively apply my strengths and knowledge of the Legal field in E-Discovery, Records Management,Litigation Support, and Computer Administration.management including physician contracting, utilization review, and quality assurance systems. I would also add to my skill set and achieve my Masters in Information Securities.
Elevator Speech
Resourceful associate with more than 15 years experience. Proven expertise in data management, customer service, office administration, medical records, Legal support, and organization while working for governments and corporations. Skilled in collaborating with all members of the organization to achieve objectives. Instrumental in streamlining and improving record filing processes, enhancing productivity and implementing tactical procedure implementation, compliance training. My goal is to become a valuable corporate asset by becoming a valueable asset to any orginazation mission statement .Education Background
Devry University, Charlotte NC
Bachelor of Science Computer Information Systems/Healthcare Systems Current Enrollment –June 2017
3.00 GPAResume
Lakisha S. Riddick
11459 Abbotswood Ct Uppermarlboro, M.d 20774 (803)389-9201
To maintain a position in a productive working environment, where I can continue to apply my strong knowledge of legal support in the E-discovery field, with a position as a Programmer Technican or as a Systems Administrator. the organization.
Devry University, Charlotte, NC
· Bachelor of Science in Computer Information Systems/Helathcare Systems -June 2017
Johns Hopkins University , Baltimore MD
· Courses completed -2004
Dates 12/2015 – Present CACI/SECWashington, DC
Programmer Technician II
· Apply knowledge of computer system principles, automated data processing functions, and metadata structures to develop solutions to user requirements
· Responsible for loading data into a Reccommind Dat ...
This document is a resume for Lareina Wilson. It summarizes her objective of seeking a challenging career where she can utilize her education and expertise. It then outlines her education which includes a Bachelors in Arts in Criminal Justice Technology from Florida Atlantic University in 2014. It describes her work history from 2008 to present at Maximus in various roles including product management, operations support, and customer service. It also lists previous roles at Aegis Communications in sales and Liberty Medical Supply in customer service. The resume demonstrates skills in areas such as teamwork, communication, leadership, computer proficiency, and customer service.
The document provides information about graduate programs, degrees, certificates, fees, and the application process for the Department of Statistics and Actuarial Science at Simon Fraser University. Specifically, it outlines that the department offers MSc and PhD degrees as well as a graduate certificate in Modelling of Complex Social Systems. It provides contact information for admission questions, application deadlines and details about tuition and fees for domestic and international students. The application process is described along with requirements and documents needed.
Audit Reports Its Your Aspirin to Data ManagementDaisy Clifton
The document discusses data auditing at the Oregon State University Foundation. It provides details on:
1) The OSU Foundation's current data system including the number of staff, users, total records, and metrics on alumni data.
2) Different types of audit reports run by the OSU Foundation to ensure data quality, including daily address, relationship, employment, and email audits.
3) Benefits of running regular audits including reinforcing protocols, improving efficiency, catching mistakes early, and providing consistency across the database.
The Great File Limbo: How Paperless Can You Go? NAFSA Tech MIG
Presented at the NAFSA Region III 2015 conference by Monica Sharp of Terra Dotta, Emilie Gordon of the University of Oklahoma, Sheena Connell of the University of the Incarnate Word, and Anna Lippard of Southern Methodist University.
Protecting personal data has been an important issue for many years. The EU GDPR extends the data rights of individuals, and requires organizations to develop clear policies and procedures to protect personal data, and adopt appropriate technical and organizational measures. UK organizations have had to comply with the Regulation since 25 May 2018, or potentially face fines of up to 4% of annual turnover or €20 million – whichever is greater.
Learning Outcomes:
This 10 webinar series is intended to elicit a clear understanding of the core elements of the GDPR, with the ability to gain a deeper understanding by asking the trainer questions during the training.
It covers how each aspect of the Regulation can be translated into implementation actions in your organization and the auditor’s role.
Webinar 10
• Handling data subject access requests (DSARs).
• The roles of controllers and processors, and the relationships between them.
• Transferring personal data outside the EU and the mechanisms for compliance.
• How to become GDPR compliant using a compliance gap assessment
This document provides information about creating a credential file through the Career Development Center at Shepherd University. It explains that a credential file contains educational, work experience, and reference information that can be sent to potential employers and graduate schools. The document outlines the components of a credential file, including forms, references, transcripts, and a resume. It also provides directions for obtaining references, waiving or not waiving the right to view references, and requesting that the file be sent to specific employers or schools.
Email and Document Retention for Investment Advisersjimeccleston
This document discusses the importance of email compliance for investment advisers and outlines regulatory expectations and best practices. It notes that examinations by regulators like the SEC entitle them to review all emails retained by advisers. It recommends advisers create policies around retaining or deleting emails, designating responsible parties, and identifying and preserving records. The document also provides examples of email types that must be maintained, such as emails between employees and clients or related to securities transactions. It concludes with suggestions for email retention programs and a note that other communications like voicemails could also become regulated records.
College of Arts and Social SciencesEthical Approval Form.docxmccormicknadine86
College of Arts and Social Sciences
Ethical Approval Form
This form should be completed and submitted to the appropriate supervisor or School Ethics Officer for consideration by the College Research Ethics and Governance Committee.
Important Note: If your research involves NHS patients, tissue or data, or NHS staff, please contact [email protected] for further guidance on ethical approval procedures.
BEFORE COMPLETING THIS FORM APPLICANTS SHOULD REFER TO:
1. The College Checklist of Good Research Practice:
http://www.abdn.ac.uk/cass/documents/CASS_Ethics_Checklist_June_2015.pdf
2. The College Research Ethics web pages can be found at: www.abdn.ac.uk/cass/research/research-ethics-and-governance-325-php
3. Information on data management, collecting personal data and data protection act requirements can be found at: http://www.abdn.ac.uk/staffnet/documents/policy-zone-governance-and-compliance/data_protection_policy_April_2015.pdf
4. Information on University Expectations of researchers can be found in the University’s Framework for Research Governance at: http://www.abdn.ac.uk/staffnet/research/research-governance-304.php
WHEN COMPLETING THE FORM APPLICANTS ARE REQUIRED TO:
1. Consider each question carefully and provide details of potential ethical issues which might arise, allowing the reviewer to make an informed decision on whether they have been addressed appropriately. Applicants are expected to provide additional information beyond the initial ‘yes’/’no’ answer to the questions provided.
Failure to provide enough information to allow the reviewer to provide informed approval of ethical issues within the research might result in the need to restart the review process.
2. For all applications, researchers must provide a brief explanation of the potential ethical issues which might arise when carrying out the research/course (e.g. justification of the need to use certain research methodologies which might raise potential ethical concerns) and how they are to be addressed. This should be provided in a separate Word document appended to the application. For clearly defined research projects/courses, the project proposal or course outline document should also be attached. Any other documents relevant to the research (e.g. consent forms) should also be attached to the application.
Code and Title of Course/Project:
Name of Principal Investigator or CourseCo-ordinator:
Project/Course Start Date:
Additional Research staff (if applicable):
Add
Application Date:
Signature of Course Co-Ordinator:
Recruitment procedures
Yes
No
N/A
1
Does your research activity involve persons less than 18 years of age? If yes, please provide further information.
2
Does your research activity involve people with learning or communication difficulties? (Note: all research involving participants for whom provision is made under the Mental Capacity Act 2005 must be ethically reviewed by NHS NRES). If yes, please provide further infor ...
Sarah Leydon has over 15 years of experience in revenue cycle management and practice management for medical practices. She founded AAAMB, Inc in 2008 which manages the revenue cycle for over 250 practices nationwide with over $40 million in annual revenue. Her experience includes contract negotiations, practice analysis, electronic medical records implementation, accounts receivable and payable management, insurance billing and collections, and serving as an instructor for medical billing and coding.
The document discusses record keeping and documentation in human resource administration. It explains that records contain information about a specific subject that is preserved in various formats. Personnel records provide a historical guide about employees, information for recruiting, and comply with certain requirements. Documentation in human resources creates a written record of employee actions and incidents that can support decisions around promotion, pay, and discipline. Proper classification and storage of records and documentation is important.
The document provides information about a research study examining the use of construction field management software to improve efficiency. The purpose is to understand the benefits and limitations of using BIM360 Field software through interviews and questionnaires of site-based managers with experience using the software. Participation is voluntary and will involve up to an hour for interviews and 15 minutes to complete an online questionnaire. All responses will be kept confidential and stored securely.
The 5 Hidden Causes of Employee Absenteeism – and What You Can Do About ThemComplyRight, Inc.
The document discusses five hidden causes of employee absenteeism and solutions. The causes are: 1) Poor screening of new hires, such as lack of background/reference checks. 2) Unclear attendance policies that are too restrictive. 3) Unidentified medical issues not covered by FMLA. 4) Unreported harassment in the workplace. 5) Inconsistent tracking of attendance and time which makes it hard to identify patterns. The document provides tips for addressing each cause, such as clarifying policies, providing harassment training, and using time tracking software.
Bal taught student ethical opinion form v.4.3 2018 ethical opinioRAJU852744
This document provides instructions for students completing an ethics form for dissertation or project units at the Faculty of Business and Law (BAL) at an unnamed university. It details what questions students need to answer depending on whether they are collecting primary or secondary data. It explains that completed ethics forms must be approved by the student's supervisor and an independent reviewer before any data collection begins. The document outlines the process for making amendments to approved ethics forms and for appealing an unfavorable decision. It stresses that a fully signed ethics form must be included in any dissertation submission.
Presentation on data protection given at the Community Archives conference 2018 by Jon Elliott (Archives and Records Association) and Jack Latimer (Community Archives and Heritage Group)
Alexander Maynard has applied for the position of Biomedical Scientist at Spire Healthcare Ltd. He is currently studying for a BSc in Biomedical Science at Sheffield Hallam University, where he is in his final year. His previous work experience includes a temporary role answering calls for the National Shielding Helpline during the COVID-19 pandemic. He believes he is a suitable candidate as he is eager to begin his career in healthcare and gain experience in a role like the one being advertised. His academic referee is listed as his academic tutor Paula Simpkin from Sheffield Hallam University.
Similar to Business Records System Action Plan (20)
Team Building and Problem Solving Project: Emergency Drill Effectivenessavoelzke
This document discusses issues with the effectiveness of emergency drills at Moraine Park Technical College. It identifies that a lack of participation is the main problem, with technical issues and lack of preparation as additional factors. A survey found most students and staff did not know drill procedures or importance. The recommended solution is a multi-step plan to address technical problems, improve preparation by informing all of procedures, use posters to encourage participation, and discipline those who refuse. The plan timeline is shown in a Gantt chart spanning two years. Overall, the document analyzes drill evaluation data, identifies a root cause of lack of awareness, and proposes a solution to improve participation and preparedness in emergency situations.
Team Building Project: Emergency Drill Effectivenesavoelzke
There are issues with the effectiveness of emergency drills at Moraine Park Technical College due to a lack of participation. A
questionnaire found most students and staff did not know drill procedures or their importance. The root cause is individuals do not
understand how to respond in real emergencies or feel overconfident. A solution plan addresses technical issues, preparation,
participation, and inaccurate evaluations. Implementation includes fixing equipment, informing all of procedures, encouraging
participation through posters, and disciplining those who do not participate. Evaluations will also be improved to accurately document
issues. Completing these tasks is scheduled over two semesters to increase emergency drill participation and preparedness.
Emergency drills: A Problem with Effectivenessavoelzke
The document discusses an emergency situation. It likely contains important details about responding to an urgent or dangerous event that requires immediate attention and action. A brief summary is needed to understand the key facts and next steps without reading the entire document.
This letter acknowledges Janet Adams' $500 payment toward her past due rent balance of $1,250, which represented amounts owed for November, February, and March. The payment reduced the past due amount to $750 but a further $1,250 will be due on April 1st. While late payments are usually accepted for commercial tenants, full payment will be required on April 1st otherwise eviction proceedings will commence. The landlord remains confident Adams will meet this financial obligation and offers assistance if needed.
1) The document provides a step-by-step guide for businesses to create a podcast to promote their company and attract new clients. It outlines the key steps of planning, recording, editing, publishing, and sharing the podcast.
2) Planning involves choosing a focused topic relevant to customers, writing an outline or script, and gathering necessary equipment which may include a computer, microphone, and recording/editing software.
3) Recording involves rehearsing and making multiple recordings to ensure high quality audio without mistakes or filler words. Podcasts should be kept under 30 minutes.
4) Editing removes filler words, long pauses, and adds appropriate music or sound effects. The original recording should be saved as
The document provides information about upcoming events hosted by the Washington County Historical Society. It announces performances by the West Bend High School Dixieland Band on February 6th and a show and tell with antique appraiser Mike Paul on March 20th. It also advertises talks on April 19th about the book "Creating Dairyland" and on April 16th about the historical society's home brew contest. An encampment day with a talk from Helen Keller is scheduled for May 5th. Charts show the number of historical society volunteers from 2009 to 2012, with 2012 expected to be highest. It provides a phone number to sign up to volunteer.
1. Company: Moraine Park Technical College
Users of Action Plan: Moraine Park Technical College Staff
L
6:
Records
Life
Cycle
Action
Plan
Amanda
Volzke,
Stephanie
Rayeske,
Victoria
Lewis
Personnel
Files
Types of
Records
Format of
File
Location Retention Period Security
Classification
Disposal
Method
Agency
Interaction
Background
Consent
Form
Paper/Electronic
File
Paper
–
HR
Office
Electronic
–
online
application
file
No
Copies
Maintained
Non-‐selected
applicants:
Electronic
-‐
5
years
from
date
of
application;
Paper
-‐
retain
until
employee
leaves
department
Selected
applicants:
Electronic
-‐
5
years
Post
termination:
Paper
-‐
retain
until
employee
leaves
department
Internal
Paper
–
Shred
Electronic
–
Delete
Legal
Background
Checks
Paper/Electronic
File
Paper
–
HR
Office
Electronic
–
online
application
file
No
Copies
Maintained
Non-‐selected
applicants:
Electronic
-‐
5
years
from
date
of
application;
Paper
-‐
retain
until
employee
leaves
department
Selected
applicants:
Electronic
-‐
5
years
Post
termination:
Paper
-‐
retain
until
employee
leaves
department
Limited
Access/
Restricted
Paper
–
Shred
Electronic
–
Delete
Legal
Employee
Agreement
-‐
Original
Paper
HR
Office
10
years
post
termination
Limited
Access/Restricted
Paper
–
Shred
Electronic
–
Delete
Legal
Employee
Agreement
–
Copies
Paper/Electronic
Department
Until employee leaves department
Limited
Access/Restricted
Paper
–
Shred
Electronic
–
Delete
Legal
2. Company: Moraine Park Technical College
Users of Action Plan: Moraine Park Technical College Staff
L
6:
Records
Life
Cycle
Action
Plan
Amanda
Volzke,
Stephanie
Rayeske,
Victoria
Lewis
Employee
Evaluation
Forms
-‐
Originals
Paper/Electronic
HR
Office
5
years
post
termination
Limited
Access/Restricted
Paper
–
Shred
Electronic
–
Delete
Legal
Employee
Evaluation
Forms
-‐
Copies
Paper/Electronic
Department
Until employee leaves department
Limited
Access/Restricted
Paper
–
Shred
Electronic
–
Delete
Legal
Resignation
Letter
Paper/Electronic
HR
Office
10 years post termination
Consequences
for
not
keeping
copies
of
personnel
files:
If
you
cannot
access
your
personnel
files,
you
loose
vital
information
about
your
employees.
Any
information
you
have
about
background
checks
and
employee
evaluations
will
be
lost.
The
evaluations
are
not
replaceable
unless
you
have
a
digital
or
paper
copy.
3. Company: Moraine Park Technical College
Users of Action Plan: Moraine Park Technical College Staff
L
6:
Records
Life
Cycle
Action
Plan
Amanda
Volzke,
Stephanie
Rayeske,
Victoria
Lewis
Applications
Types of
Records
Format of
File
Location Retention Period Security
Classification
Disposal
Method
Agency
Interaction
Advertisements
for
New
Hire
Electronic/Paper
postings
HR
office/
electronic
posting
file
–
no
copies
maintained
5
years
Public
–
everyone
Recycle
All
Departments
Applications
received
by
Applicants
Electronic/Paper
Paper
-‐
HR
office
Electronic
–
Online
Application
File
Non-‐selected
applicants
–
5
years
from
date
of
application
Selected
applicants
-‐
5
years
post
termination
Limited
Access/
Restricted
Shred/
Electronic
deletion
Legal
Hiring/Interview
Notes
Paper/Electronic
HR
Office
No
Copies
Maintained
5 years from date of
interview
Limited
Access/Restricted
Paper
–
Shred
Electronic
–
Delete
Legal
Consequences
for
not
keeping
copies
of
application
files:
If
you
lose
access
to
your
application
files,
you
lose
access
to
potential
employees.
You
won’t
have
any
of
their
contact
information.
If
you
don’t
have
access
to
your
hiring
notes
and
you
interviewed
a
lot
of
applicants,
it
may
be
very
difficult
to
remember
details
about
the
job
applicant.
4. Company: Moraine Park Technical College
Users of Action Plan: Moraine Park Technical College Staff
L
6:
Records
Life
Cycle
Action
Plan
Amanda
Volzke,
Stephanie
Rayeske,
Victoria
Lewis
Benefits
Types of
Records
Format of
File
Location Retention
Period
Security
Classification
Disposal Method Agency
Interaction
Vacation
Time
Paper/Electronic
HR-‐
Employee
File
10
years
post
termination
Restricted/Limited
Access
Shred
and/or
electronic
deletion
Legal
Employee
Manuals
stating
employee
benefits
Paper/Electronic
HR
–
Forms
File
Continue
to
update
forms
as
they
change
and
develop
Public
–
Everyone
Recycle
and
electronic
deletion
of
old
versions
as
updates
come
in
All
Departments
Healthcare
Paper/Electronic
HR-‐
Employee
File
10
years
post
termination
Restricted/Limited
Access
Shred
and/or
electronic
deletion
Legal
Retirement
Paper/Electronic
HR-‐
Employee
File
10
years
post
termination
Restricted/Limited
Access
Shred
and/or
electronic
deletion
Legal
Tuition
Reimbursements
Paper/Electronic
HR-‐
Employee
File
10
years
post
termination
Restricted/Limited
Access
Shred
and/or
electronic
deletion
Legal
Consequences
for
not
keeping
copies
of
benefits
files:
Benefits
records
are
important
to
the
company
and
to
the
employees.
Benefits
are
complicated
and
it’s
not
possible
to
remember
all
the
details.
There
may
be
discrepancies
between
Human
Resources
and
the
employees
without
proper
documentation.
5. Company: Moraine Park Technical College
Users of Action Plan: Moraine Park Technical College Staff
L
6:
Records
Life
Cycle
Action
Plan
Amanda
Volzke,
Stephanie
Rayeske,
Victoria
Lewis
Medical
Types of Records Format of File Location Retention
Period
Security
Classification
Disposal
Method
Agency
Interaction
American
Disabilities
Form
–
Original
Document
Paper
HR
–
Employee
File
10
years
post
termination
Restricted/limited
access
Shred
and/or
electronic
deletion
Legal
American
Disabilities
Form
–
Copies
Department
Employee Medical
File
Department
Until employee
leaves department
Restricted/limited
access
Shred
and/or
electronic
deletion
Legal
Medical
Leave
Documentation
Paper/Electronic
HR
–
Employee
File
No
Copies
Maintained
5
years
Restricted/limited
access
Shred
and/or
electronic
deletion
Legal
–
insurance
-‐
Consequences
for
not
keeping
copies
of
medical
files:
Medical
records
are
important
records
pertaining
to
the
employees.
Medical
leave
documentation
can
be
retrieved,
but
it
requires
some
effort
on
the
employee,
who
may
lose
confidence
in
the
company.
6. Company: Moraine Park Technical College
Users of Action Plan: Moraine Park Technical College Staff
L
6:
Records
Life
Cycle
Action
Plan
Amanda
Volzke,
Stephanie
Rayeske,
Victoria
Lewis
Legal
Types of
Records
Format of
File
Location Retention
Period
Security
Classification
Disposal
Method
Agency
Interaction
Grievances
Paper/Electronic
HR
Office
–
Grievance
file
Indefinite
Restricted/limited
access
N/A
Legal
Terminations
–
Other
than
resignations
Paper/Electronic
HR
Office
10
years
post
termination
Restricted/limited
access
Shred
and/or
electronic
deletion
Legal
Substance
Abuse
Paper/Electronic
HR
Office
–
Substance
Abuse
File
10
years
post
termination
Restricted/limited
access
Shred
and/or
electronic
deletion
Legal
Consequences
for
not
keeping
copies
of
legal
files:
Copies
of
legal
files
must
be
saved
in
order
to
protect
the
company
from
legal
issues.
If
an
employee
is
terminated
but
there
are
no
records
of
it,
you
lose
that
information.
7. Company: Moraine Park Technical College
Users of Action Plan: Moraine Park Technical College Staff
L
6:
Records
Life
Cycle
Action
Plan
Amanda
Volzke,
Stephanie
Rayeske,
Victoria
Lewis
Action
Plan
FILE FORMAT FOR ALL TYPES OF RECORDS:
All
electronic
files
are
to
be
kept
in
PDF
Format.
When
saving
the
documentation
in
Microsoft
Office
2010,
safe
as
a
PDF
into
the
appropriate
file
using
the
correct
naming
structure
for
the
document.
PROJECT MANAGEMENT TOOLS:
Task
lists
and
calendar
reminders
are
used
to
assist
in
assuring
that
documentation
gets
followed
up
with
in
appropriate
manner.
The
timeline
for
these
tools
vary.
SUPPLIES/TECHNOLOGY/EQUIPMENT/SOFTWARE:
All
paper
files
are
stored
in
locked
filing
cabinets
according
to
their
security
classification.
Only
authorized
personnel
have
keys
for
these
cabinets
ensuring
maximum
protection.
All
electronic
files
are
stored
in
the
central
database
in
the
Human
Resource
folder.
The
Human
Resource
Folder
has
restricted
and
limited
access
via
password
protection/firewall
protection.
Only
authorized
personnel
can
access
these
files
based
on
their
security
classification.
Electronic
files
are
also
backed
up
to
a
deeply
password
protected
offsite
storage
facility.
SECURITY:
Access
to
human
resource
records
is
restricted
to
those
whose
job
duties
necessitate
access
and
to
those
with
designated
authority
to
review
the
records,
such
as
a
supervisor,
department
manager,
or
a
human
resource
representative.
Each
document
has
been
given
a
security
classification:
a. Limited access/restricted: Because
of
legal,
ethical,
or
other
constraints,
this
data
may
not
be
accessed
without
specific
authorization,
or
only
selective
access
may
be
granted.
b. University-internal: This
data
may
be
accessed
by
all
eligible
employees
of
the
university,
without
restriction,
in
the
conduct
of
university
business;
should
be
the
default
classification
for
all
data.
c. Public: Few
restrictions
on
this
data,
general
public
may
be
granted
access
Passwords are held in strictest of confidence and may not be shared with others. Passwords are changed regularly at 6 week intervals.
8. Company: Moraine Park Technical College
Users of Action Plan: Moraine Park Technical College Staff
L
6:
Records
Life
Cycle
Action
Plan
Amanda
Volzke,
Stephanie
Rayeske,
Victoria
Lewis
IMPORTANCE OF MAINTAINING EFFICIENT HUMAN RESOURCE RECORDS:
Moraine
Park
Technical
College
creates
and
maintains
human
resource
records
for
its
employees
to
fulfill
legal
requirements,
fiscal
requirements,
and
administrative
needs.
The
purpose
of
this
policy
is
to
establish
accountability
for
human
resource
records
management
and
retention,
to
reinforce
safeguards against unauthorized or accidental disclosure of confidential records, to establish the
length of time certain categories of human resource records are to be maintained and stored, and to establish
appropriate records disposal practices. Until
the
human
resource
records
are
properly
disposed,
each
department
of
the
university
is
accountable
for
securing
and
maintaining
its
human
resource
records.
FOLDER STRUCTURE/FILE NAMING: Folders
are
organized
alphabetically
according
to
their
subject.
Files
will
be
named
according
to
the
date
they
were
created
or
updated
by
adding
the
date
to
the
end
of
the
file
name.
Files
based
on
individual
employees
are
named
starting
with
their
last
name
and
arranged
alphabetically.
See
folder
structure
screen
capture
on
the
right
side
of
this
page.
CONSEQUENCES FOR NOT KEEPING COPIES:
Copies
of
records
must
be
kept
in
a
separate
location
from
the
originals
to
serve
as
a
back
up
if
the
computers
or
network
crashes.
If
copies
of
records
are
not
saved
and
there
is
loss
in
data,
vital
records
cannot
be
restored.
FILE CONVERSION:
As
stated
earlier,
files
must
be
in
PDF
format.
To
convert
Microsoft
Word
documents
into
PDFs,
go
to
File
Save
&
Send
Create
PDF.
FIVE TIPS TO MAINTAIN RECORDS SYSTEM:
1. Create
a
policy
for
your
department
that
spells
out
who
can
see
which
records,
when,
where,
how,
and
how
often.
Make
sure
the
policy
is
in
accordance
with
state
and
federal
laws.
2. When
employees
want
to
view
their
personnel
records,
have
them
make
an
appointment.
You
want
them
to
handle
personnel
file
folders
only
in
your
presence
to
ensure
they
don’t
add
or
take
anything
out
of
the
file.
3. When
you
give
an
employee’s
personnel
file
to
someone
outside
the
HR
department,
make
sure
it’s
on
a
need-‐to-‐know
basis.
And
keep
track
of
who
requested
it,
when
you
delivered
it
and
when
it
was
returned.
9. Company: Moraine Park Technical College
Users of Action Plan: Moraine Park Technical College Staff
L
6:
Records
Life
Cycle
Action
Plan
Amanda
Volzke,
Stephanie
Rayeske,
Victoria
Lewis
4. File
all
pertinent
documents
that
come
into
your
office
in
a
timely
manner.
5. Whenever
you’re
in
a
personnel
file
folder,
take
a
few
minutes
to
make
sure
all
documents
are
up
to
date.
Before
you
dispose
of
any
material
from
a
personnel
folder,
check
your
state’s
employee
record
retention
laws.
JUSTIFY EFFICIENCIES:
Using
the
above
procedures,
all
documents
will
be
filed
alphabetically
and
have
a
date
from
when
they
were
created
or
last
updated.
We
have
reminders
set
up
to
ensure
that
every
employee
is
purging
at
the
correct
times
and
is
destroying
the
correct
documents
that
have
reached
their
disposal
period.
10. Company: Moraine Park Technical College
Users of Action Plan: Moraine Park Technical College Staff
L
6:
Records
Life
Cycle
Action
Plan
Amanda
Volzke,
Stephanie
Rayeske,
Victoria
Lewis
Work
Cited
Acas
(2009).
Personal
Data
and
Record
Keeping.
Acas.
Retrieved
from
http://www.acas.org.uk/media/pdf/c/a/Acas_Personnel_data_record_keeping-‐accessible-‐
version-‐July-‐2011.pdf
GNeil.
(n.d.).
Clear
the
Clutter
with
Organized,
Efficient
Recordkeeping.
HRdirect.
Javaid,
Usman.
(2010,
January
6).
How
to
Convert
Word
2010
Document
Into
PDF/XPS
Format.
Addictivetips.
Retrieved
from
http://www.addictivetips.com/microsoft-‐office/how-‐to-‐convert-‐word-‐2010-‐document-‐into-‐pdfxps-‐format/
University
of
Portsmouth.
(2012).
University
Secretary:
Records
Management.
University
of
Portsmouth.
Retrieved
from
http://www.port.ac.uk/departments/services/universitysecretary/recordsmanagement/