Presence Health partnered with i.c.stars, a non-profit that trains underserved youth for technical careers. Through this partnership, Presence Health hired two i.c.stars interns, Gabriel Sanabria and Alejandro Fuerte, to assist with implementing a new project management tool. The interns were given meaningful work and responsibilities. They excelled in their roles, gaining valuable experience. Presence Health was so pleased with the results that they recommend other organizations partner with i.c.stars.
Carole Spencer & Colin Lewry - Designing a best in class future workforce pri...Innovation Agency
Presentation by Carole Spencer, Director of Transformation, Innovation Agency and Colin Lewry, Senior Partner, GE Finnamore: Designing a best in class future for primary care mental health and learning disability services on Wednesday 13 March 2019 at Haydock Park Racecourse.
El documento presenta información sobre el cuento como género literario. Explica que puede basarse en hechos reales o ficticios y desarrollarse con personajes y eventos. Distingue entre cuentos populares (de hadas, animales o costumbres) y literarios concebidos por escrito. Luego describe elementos comunes como introducción, desarrollo y desenlace, e identifica a autores pioneros como Luciano de Samosata y Geoffrey Chaucer. Finalmente, clasifica diferentes tipos de cuentos y menciona algunos ejemplos populares
Kvalito consulting group life science consultant - device technical expert-...Daniel Attard
KVALITO Consulting Group is seeking a Medical Device Expert to join their team in Basel, Switzerland or other European offices. Responsibilities include ensuring product compliance, compiling Design History Files, and supporting quality agreements with third parties. The ideal candidate has a science or engineering degree, excellent English skills, and 5+ years of experience in medical device quality assurance or pre-filled syringe development. KVALITO offers competitive salaries, benefits, training and the opportunity to work on global projects.
La reunión discutió varios temas relacionados con las actividades del partido político Amplitud. Se mencionó que el próximo conversatorio trataría sobre la reforma laboral. También se habló sobre retomar un video promocional para el partido y actividades en la universidad. Finalmente, se proporcionaron detalles sobre firmas de apoyo y stands semanales en diferentes comunas, incluyendo fechas y contactos para apoyar estas actividades.
Metodologías Lúdicas como recurso didáctico y psicopedagógico en Educación In...Campuseducación
Curso de formación para Oposiciones de MAESTROS de EDUCACIÓN INFANTIL y MAESTROS DE EDUCACIÓN PRIMARIA homologado por la Universidad Camilo José Cela, de 110 horas, 4 créditos ECTS y 11 semanas de duración.
El documento define el software libre como aquel que le da a los usuarios cuatro libertades esenciales: ejecutarlo, cambiarlo, redistribuir copias y distribuir versiones modificadas. También explica que el contenido abierto se refiere a cualquier contenido publicado bajo una licencia no restrictiva que permite copiar, distribuir y modificarlo, y que se usa comúnmente en educación superior para transferir conocimiento libremente.
This document discusses project time management and outlines five major processes: activity definition, activity sequencing, activity duration estimating, schedule development, and schedule control. It provides details on each process, including inputs, tools and techniques, and outputs. The key goal of project time management is to ensure timely completion of the project through defining activities, sequencing them, estimating durations, and developing and controlling the project schedule.
Carole Spencer & Colin Lewry - Designing a best in class future workforce pri...Innovation Agency
Presentation by Carole Spencer, Director of Transformation, Innovation Agency and Colin Lewry, Senior Partner, GE Finnamore: Designing a best in class future for primary care mental health and learning disability services on Wednesday 13 March 2019 at Haydock Park Racecourse.
El documento presenta información sobre el cuento como género literario. Explica que puede basarse en hechos reales o ficticios y desarrollarse con personajes y eventos. Distingue entre cuentos populares (de hadas, animales o costumbres) y literarios concebidos por escrito. Luego describe elementos comunes como introducción, desarrollo y desenlace, e identifica a autores pioneros como Luciano de Samosata y Geoffrey Chaucer. Finalmente, clasifica diferentes tipos de cuentos y menciona algunos ejemplos populares
Kvalito consulting group life science consultant - device technical expert-...Daniel Attard
KVALITO Consulting Group is seeking a Medical Device Expert to join their team in Basel, Switzerland or other European offices. Responsibilities include ensuring product compliance, compiling Design History Files, and supporting quality agreements with third parties. The ideal candidate has a science or engineering degree, excellent English skills, and 5+ years of experience in medical device quality assurance or pre-filled syringe development. KVALITO offers competitive salaries, benefits, training and the opportunity to work on global projects.
La reunión discutió varios temas relacionados con las actividades del partido político Amplitud. Se mencionó que el próximo conversatorio trataría sobre la reforma laboral. También se habló sobre retomar un video promocional para el partido y actividades en la universidad. Finalmente, se proporcionaron detalles sobre firmas de apoyo y stands semanales en diferentes comunas, incluyendo fechas y contactos para apoyar estas actividades.
Metodologías Lúdicas como recurso didáctico y psicopedagógico en Educación In...Campuseducación
Curso de formación para Oposiciones de MAESTROS de EDUCACIÓN INFANTIL y MAESTROS DE EDUCACIÓN PRIMARIA homologado por la Universidad Camilo José Cela, de 110 horas, 4 créditos ECTS y 11 semanas de duración.
El documento define el software libre como aquel que le da a los usuarios cuatro libertades esenciales: ejecutarlo, cambiarlo, redistribuir copias y distribuir versiones modificadas. También explica que el contenido abierto se refiere a cualquier contenido publicado bajo una licencia no restrictiva que permite copiar, distribuir y modificarlo, y que se usa comúnmente en educación superior para transferir conocimiento libremente.
This document discusses project time management and outlines five major processes: activity definition, activity sequencing, activity duration estimating, schedule development, and schedule control. It provides details on each process, including inputs, tools and techniques, and outputs. The key goal of project time management is to ensure timely completion of the project through defining activities, sequencing them, estimating durations, and developing and controlling the project schedule.
This document summarizes the features of a timekeeping software solution, including biometric and barcode clock integration, a robust rules engine and exception tracking, reporting and scheduling capabilities, budgeting tools, and customizable dashboard views for managers. It promotes the software as a comprehensive timekeeping partner for the future that provides all necessary features in one solution.
Tool digital meeting room solutions for efficient cross border meeting v1....Jean-François Nguyen
Digital meeting room solutions can improve efficiency for cross-border meetings by allowing all attendees to be involved regardless of location. Key considerations include combining Lean and Agile principles with technical tools to facilitate interaction, vision, and hearing for remote participants similarly to in-person meetings. Digital whiteboards integrated with tools like annotations and live sharing of documents provide multiple benefits over traditional meetings such as accommodating different locations, reducing space needs, and improving security and participation.
Rencana pelaksanaan pembelajaran ini membahas tentang tema bermain dengan benda-benda di sekitar untuk kelas 5. Materi pembelajaran meliputi pengenalan budaya daerah, organ tubuh, sifat cahaya, bangun datar, dan gerak dasar olahraga melalui pengamatan dan penggunaan benda-benda sekitar. Kegiatan pembelajaran dirancang menggunakan pendekatan saintifik dan strategi cooperative learning.
Agile is well suited for both securing a roadmap and sustaining innovation. Agile provides a general framework, while standard contexts follow business as usual. For specific contexts like initial sprints defining architecture or exploring user experience, other methodologies like design thinking and lean startup can be used to quickly sketch with personas and emotional maps.
The objective of this subject is to develop a practical understanding of welding with regard to welding processes, and auxiliary welding equipment for the welder. Also, to develop a technical understanding of the information contained on engineering drawings and the use of the information to communicate setup and welding instructions from the designer to the welder and fitter.This subject is very important for engineering as well as diploma in Mechanical Engineering department students.I hope you will get some ideas about welding technology.
The Kenyan Economy: Perceptions and Realities Ipsos
In this release, we present several findings related to the economy.
Underpinning the specific findings is the general reality that three-quarters of all Kenyan households (75%) report a total family income of Shs. 25,000 or less, with more than half of these households (44%) earning between nothing and only Shs. 10,000 (a figure which increases to 46% if those who declined/were unable to answer this question are excluded). In addition, as is seen in several of the specific findings show below, such extensive poverty takes a clear regional dimension. For example, the proportion of those in the Shs. 10,000 and below category is 56% at the Coast compared to 56% in Nairobi, more than twice.
At the same time, these income-group findings over all three Ipsos surveys since May, 2014 show no statistical change, reflecting both the static nature of income-distribution in Kenya, and the reliability of Ipsos’ survey methodology.
This document contains materials for evaluating the job performance of a HIPAA security officer, including:
1) A 4-page performance evaluation form with ratings for various job duties and an overall performance rating.
2) Links to additional resources on writing performance evaluations, including sample phrases, goals and objectives, and a HIPAA security officer job description.
3) A section with sample positive and negative phrases for evaluating different aspects of job performance like attitude, creativity, and decision-making.
The document provides a comprehensive template and guidance for formally reviewing and documenting the work of a HIPAA security officer according to their key responsibilities.
The document discusses three types of loops in programming - while loops, do-while loops, and for loops. While loops check a condition at the start and repeat commands if true. Do-while loops perform commands first, then check a condition to repeat. For loops check a condition at the start, include an incrementing variable, and repeat commands until the condition is false. Main examples of the syntax for each loop type are provided.
The document provides an overview of the new Long Beach Civic Center Project, a $520 million development that will replace an outdated city hall with a new civic center campus. The project is using an innovative public-private partnership (P3) model to design, build, finance, operate and maintain the civic center in order to reduce risk and costs for the City of Long Beach. The sustainable civic center campus will include a new city library, retail space, offices and parking structures. It is targeting energy efficiency, lower operating costs and resilience to benefit the community for years to come.
The document provides an overview of Nexus, a nonprofit organization that provides services to youth and families. It discusses several topics:
- The CEO reflects on the annual conference and emphasizes developing trust within the organization through leadership training focused on trust.
- The new Chief Clinical Officer role is introduced and the CCO discusses aligning clinical services with the organization's mission and vision.
- Data from Nexus' CANS assessments is analyzed, showing high rates of trauma exposure among served youth, particularly disruptions in caregiving, bullying, and sexual abuse.
- The Director of CQI and Research discusses using CANS data to understand populations, assess fidelity, and improve service delivery and outcomes.
A Strategic Plan Summary for Sarah A Reed Children's Center laying out its strategies for ongoing and future development as we celebrate our 150th Anniversary in 2021.
From Progenitor to Primus inter pares 2015 SEA Workshop Presentation 2-18-2015Mark Mahoney
The document summarizes the development of an employee wellness website by the Florida Department of Corrections. It describes gathering input from annual training needs surveys that identified interests in personal and professional growth. Partnerships were formed to create a website providing evidence-based health and wellness resources. In the first 5 months, the website received over 6,700 page views, showing growing employee interest in having relevant wellness resources. Feedback will be used to further improve the website and program.
Nexus expands services in North Dakota, Idaho, and Minnesota through an affiliation with PATH ND and a merge with PATH MN! Read all about our recent waves of change in this issue.
DHCD E-Gov. System: Current and Future Changesakmrahman
On December 4, 2014, the Massachusetts Department of Housing and Community Development hosted a webinar for its sub-grantee organizations about its E-Government System.
The webinar covered a wide variety of topics, including planning, contracting, budgeting, LIHEAP performance measures, Results Oriented Management and Accountability (ROMA), data visualization, evidence-based decision making, interoperability, information and referral, management, etc.
This document summarizes the key findings of a diversity research report by Kier Group. The main points are:
1) Kier aims to increase diversity within its workforce to better reflect society and attract top talent. It has launched various initiatives like a career campaign and employee networks focused on women, LGBT+, and ethnic minorities.
2) A survey of over 1,000 employees found that feeling valued was the top factor for success at work, regardless of gender. Flexible working was also very popular.
3) Retaining diverse employees requires supportive managers, strong policies, and a positive culture. Managers must role model inclusive practices and understand different employee needs and experiences.
4) Developing diverse talent
Sector Partnerships: Learning to Work TogetherAmy Rist
Sector Partnerships: Learning To Work Together
Amy Rist, Baystate Health
Developing sector partnerships can be challenging, as
potential partners often have misconceptions about what
each can bring to the project. Sector partnerships require
open communication about what each partner can provide
and what they need. This workshop highlights an employer
lead partnership that has gained national recognition for
successfully training incumbent workers and recruiting
additional workers from the community into a health care
career ladder. Learn from an employer perspective what
it takes to make a partnership work and how you can best
reach out to engage employers to work with you.
Sponsorship isn't enough: Why Tech Companies Are Failing To Attract Female En...Adria Richards
There's a big problem affecting nearly every tech company in the Bay Area. This talk is how to bring together talented people together with opportunities at fantastic tech companies. Sounds pretty straightforward right?
That problem is hiring developers. Or it could be looked at as a surplus of jobs. A quick search on popular job boards shows thousands of open jobs in the Bay Area for developers and engineers of all sorts of backgrounds.
According to some reports, the US is in the middle of a talent shortage when it comes to software engineers and STEM talent. We’re also told there is a “skills gap” in the workforce while others write it all off as validation for companies to get more visa’s for their workers and yet there are qualified candidates with Computer Science degrees right here in America being passed up. Why?
All very complex and political so today we’re going to stick to practical things everyone in this room can do once they leave the conference to ensure there are more female engineers working in tech.
This talk will explore how assumptions, bias and stereotypes are causing the reported talent shortage in tech.
This document summarizes the features of a timekeeping software solution, including biometric and barcode clock integration, a robust rules engine and exception tracking, reporting and scheduling capabilities, budgeting tools, and customizable dashboard views for managers. It promotes the software as a comprehensive timekeeping partner for the future that provides all necessary features in one solution.
Tool digital meeting room solutions for efficient cross border meeting v1....Jean-François Nguyen
Digital meeting room solutions can improve efficiency for cross-border meetings by allowing all attendees to be involved regardless of location. Key considerations include combining Lean and Agile principles with technical tools to facilitate interaction, vision, and hearing for remote participants similarly to in-person meetings. Digital whiteboards integrated with tools like annotations and live sharing of documents provide multiple benefits over traditional meetings such as accommodating different locations, reducing space needs, and improving security and participation.
Rencana pelaksanaan pembelajaran ini membahas tentang tema bermain dengan benda-benda di sekitar untuk kelas 5. Materi pembelajaran meliputi pengenalan budaya daerah, organ tubuh, sifat cahaya, bangun datar, dan gerak dasar olahraga melalui pengamatan dan penggunaan benda-benda sekitar. Kegiatan pembelajaran dirancang menggunakan pendekatan saintifik dan strategi cooperative learning.
Agile is well suited for both securing a roadmap and sustaining innovation. Agile provides a general framework, while standard contexts follow business as usual. For specific contexts like initial sprints defining architecture or exploring user experience, other methodologies like design thinking and lean startup can be used to quickly sketch with personas and emotional maps.
The objective of this subject is to develop a practical understanding of welding with regard to welding processes, and auxiliary welding equipment for the welder. Also, to develop a technical understanding of the information contained on engineering drawings and the use of the information to communicate setup and welding instructions from the designer to the welder and fitter.This subject is very important for engineering as well as diploma in Mechanical Engineering department students.I hope you will get some ideas about welding technology.
The Kenyan Economy: Perceptions and Realities Ipsos
In this release, we present several findings related to the economy.
Underpinning the specific findings is the general reality that three-quarters of all Kenyan households (75%) report a total family income of Shs. 25,000 or less, with more than half of these households (44%) earning between nothing and only Shs. 10,000 (a figure which increases to 46% if those who declined/were unable to answer this question are excluded). In addition, as is seen in several of the specific findings show below, such extensive poverty takes a clear regional dimension. For example, the proportion of those in the Shs. 10,000 and below category is 56% at the Coast compared to 56% in Nairobi, more than twice.
At the same time, these income-group findings over all three Ipsos surveys since May, 2014 show no statistical change, reflecting both the static nature of income-distribution in Kenya, and the reliability of Ipsos’ survey methodology.
This document contains materials for evaluating the job performance of a HIPAA security officer, including:
1) A 4-page performance evaluation form with ratings for various job duties and an overall performance rating.
2) Links to additional resources on writing performance evaluations, including sample phrases, goals and objectives, and a HIPAA security officer job description.
3) A section with sample positive and negative phrases for evaluating different aspects of job performance like attitude, creativity, and decision-making.
The document provides a comprehensive template and guidance for formally reviewing and documenting the work of a HIPAA security officer according to their key responsibilities.
The document discusses three types of loops in programming - while loops, do-while loops, and for loops. While loops check a condition at the start and repeat commands if true. Do-while loops perform commands first, then check a condition to repeat. For loops check a condition at the start, include an incrementing variable, and repeat commands until the condition is false. Main examples of the syntax for each loop type are provided.
The document provides an overview of the new Long Beach Civic Center Project, a $520 million development that will replace an outdated city hall with a new civic center campus. The project is using an innovative public-private partnership (P3) model to design, build, finance, operate and maintain the civic center in order to reduce risk and costs for the City of Long Beach. The sustainable civic center campus will include a new city library, retail space, offices and parking structures. It is targeting energy efficiency, lower operating costs and resilience to benefit the community for years to come.
The document provides an overview of Nexus, a nonprofit organization that provides services to youth and families. It discusses several topics:
- The CEO reflects on the annual conference and emphasizes developing trust within the organization through leadership training focused on trust.
- The new Chief Clinical Officer role is introduced and the CCO discusses aligning clinical services with the organization's mission and vision.
- Data from Nexus' CANS assessments is analyzed, showing high rates of trauma exposure among served youth, particularly disruptions in caregiving, bullying, and sexual abuse.
- The Director of CQI and Research discusses using CANS data to understand populations, assess fidelity, and improve service delivery and outcomes.
A Strategic Plan Summary for Sarah A Reed Children's Center laying out its strategies for ongoing and future development as we celebrate our 150th Anniversary in 2021.
From Progenitor to Primus inter pares 2015 SEA Workshop Presentation 2-18-2015Mark Mahoney
The document summarizes the development of an employee wellness website by the Florida Department of Corrections. It describes gathering input from annual training needs surveys that identified interests in personal and professional growth. Partnerships were formed to create a website providing evidence-based health and wellness resources. In the first 5 months, the website received over 6,700 page views, showing growing employee interest in having relevant wellness resources. Feedback will be used to further improve the website and program.
Nexus expands services in North Dakota, Idaho, and Minnesota through an affiliation with PATH ND and a merge with PATH MN! Read all about our recent waves of change in this issue.
DHCD E-Gov. System: Current and Future Changesakmrahman
On December 4, 2014, the Massachusetts Department of Housing and Community Development hosted a webinar for its sub-grantee organizations about its E-Government System.
The webinar covered a wide variety of topics, including planning, contracting, budgeting, LIHEAP performance measures, Results Oriented Management and Accountability (ROMA), data visualization, evidence-based decision making, interoperability, information and referral, management, etc.
This document summarizes the key findings of a diversity research report by Kier Group. The main points are:
1) Kier aims to increase diversity within its workforce to better reflect society and attract top talent. It has launched various initiatives like a career campaign and employee networks focused on women, LGBT+, and ethnic minorities.
2) A survey of over 1,000 employees found that feeling valued was the top factor for success at work, regardless of gender. Flexible working was also very popular.
3) Retaining diverse employees requires supportive managers, strong policies, and a positive culture. Managers must role model inclusive practices and understand different employee needs and experiences.
4) Developing diverse talent
Sector Partnerships: Learning to Work TogetherAmy Rist
Sector Partnerships: Learning To Work Together
Amy Rist, Baystate Health
Developing sector partnerships can be challenging, as
potential partners often have misconceptions about what
each can bring to the project. Sector partnerships require
open communication about what each partner can provide
and what they need. This workshop highlights an employer
lead partnership that has gained national recognition for
successfully training incumbent workers and recruiting
additional workers from the community into a health care
career ladder. Learn from an employer perspective what
it takes to make a partnership work and how you can best
reach out to engage employers to work with you.
Sponsorship isn't enough: Why Tech Companies Are Failing To Attract Female En...Adria Richards
There's a big problem affecting nearly every tech company in the Bay Area. This talk is how to bring together talented people together with opportunities at fantastic tech companies. Sounds pretty straightforward right?
That problem is hiring developers. Or it could be looked at as a surplus of jobs. A quick search on popular job boards shows thousands of open jobs in the Bay Area for developers and engineers of all sorts of backgrounds.
According to some reports, the US is in the middle of a talent shortage when it comes to software engineers and STEM talent. We’re also told there is a “skills gap” in the workforce while others write it all off as validation for companies to get more visa’s for their workers and yet there are qualified candidates with Computer Science degrees right here in America being passed up. Why?
All very complex and political so today we’re going to stick to practical things everyone in this room can do once they leave the conference to ensure there are more female engineers working in tech.
This talk will explore how assumptions, bias and stereotypes are causing the reported talent shortage in tech.
KeySpan Corporation underwent a major transformation of its HR department to better support the needs of its growing and increasingly complex business. HR leadership developed a new service delivery model with the help of consultants from Watson Wyatt. This included establishing an Employee Services center to consolidate HR transactions and improve efficiency. The transformation included developing a business case, roadmap, and implementation plan over six months. This resulted in a more responsive and collaborative HR organization able to better partner with the business and reduce costs.
SSE is working to create a more diverse and inclusive workforce. The company recognizes that a diverse leadership team leads to better business performance. SSE's diversity and inclusion program includes initiatives like recruiting from diverse pools of candidates, mentoring programs, and flexible work policies. The company is also reviewing its work-life balance policies and employee benefits based on employee feedback to make sure they meet current needs.
The document discusses using social impact measurement tools to evaluate nonprofit organizations. It describes tools developed by Family Service Agency of San Francisco and Children's Aid Society to measure social outcomes. CIRCE allows FSA to track client progress, fulfill contracts, and ensure financial sustainability. CMIS allows Children's Aid Society to manage comprehensive data on participants' program engagement across sites to improve performance. Both tools demonstrate the value of services and impact through data-driven evaluation.
Youth Workforce Initiative January NewsletterDelisa Johnson
This newsletter summarizes initiatives to improve student work readiness and prepare them for internships. It highlights two programs: 1) Presence St. Mary and Elizabeth Medical Center developed an etiquette program integrated into internships to improve communication skills and self-esteem. 2) In response to partner concerns, CPS launched a work readiness initiative with Junior Achievement to provide sessions on topics like communication and resume building. The newsletter also provides reminders about upcoming internship dates and opportunities to highlight programs.
Global Career Centre Performance Update - August 3rd 2011sprott_shaw
The Global Career Centre (GCC) is part of CIBT operations that helps connect students from CIBT schools to career opportunities. The GCC seeks out employers and matches them to qualified graduates. It contacts companies to learn hiring needs and submits professionally prepared applications. This provides value to students by bridging learning and careers and helping employers fill positions. The GCC benefits students, schools, employers, and governments by facilitating employment.
Serco delivers the UK government's Work Programme to help long-term unemployed individuals find jobs. This report summarizes Serco's impact in Year 4, highlighting that they helped over 10,000 people into jobs. It also describes new initiatives to better support those with mental health conditions based on customer feedback, including more flexible support phases and adviser training. The report concludes by recognizing individual successes, like a woman who found work at B&Q after 22 years of unemployment.
The Bandish Group is a recruiting firm founded in 1996 and located in Bucks County, Pennsylvania. It provides recruiting services for a variety of roles in the healthcare and life sciences industries. The company uses a dual prescreening process to identify and present top candidates to clients within 20 days. It prides itself on a 95% placement ratio and strong client and candidate satisfaction, as evidenced by numerous testimonials praising the firm's professionalism, expertise, and commitment to finding the best fit.
- To assist the main organization in achieving its goals.
Objectives:
- To organize events, conferences and seminars to promote the work of KWF.
- To train and equip ministers and leaders to support the work of KWF.
- To mobilize resources both human and material for the work of KWF.
- To establish branches of KWF in other regions and districts.
- To promote the vision and mission of KWF.
- To support the activities of KWF financially and materially.
- To advocate for the rights and welfare of children.
- To partner with like-minded organizations locally and internationally.
- To provide advisory services to members
This document outlines Advantage Behavioral Health Systems' Recovery Initiative. It provides details about Advantage, including its mission, services, finances, and accreditation. It then discusses what is currently working well and their ideals for the future. Specific change projects are proposed to help achieve this ideal, like redesigning clinic lobbies to feel more welcoming, improving referrals, and increasing customer service. The document emphasizes the importance of collaboration, a recovery culture, and sharing stories of recovery. It concludes by discussing lessons learned and next steps to continue implementing the initiative.
Similar to Presence Health Case Study Revised (20)
This document introduces Gabriel Sanabria and summarizes some key aspects of his background and interests. It states that he grew up in a housing project in New York City, where the diversity of races and ethnicities helped shape who he became. It mentions that he enjoys donating his time to help others in need, as the city once helped him when he was homeless and struggling with addiction. It also briefly outlines some of his hobbies, including his dogs, DJing, camping with his family, and his early low-wage jobs as a dishwasher and pizza delivery driver.
This document introduces Gabriel Sanabria and summarizes some key aspects of his background and interests. It states that he grew up in a housing project in New York City, where the diversity of races and ethnicities helped shape who he became. It mentions that he enjoys donating his time to help others in need, as the city once helped him when he was homeless and struggling with addiction. It also briefly outlines some of his hobbies, including his dogs, DJing, camping with his family, and his early low-wage jobs as a dishwasher and pizza delivery driver.
This document introduces Gabriel Sanabria and summarizes some key aspects of his background and interests. It states that he grew up in a housing project in New York City, where the diversity of races and ethnicities helped shape who he became. It mentions that he enjoys donating his time to help others in need, as the city once helped him when he was homeless and struggling with addiction. It also briefly outlines some of his hobbies, including his dogs, DJing, camping with his family, and his early low-wage jobs as a dishwasher and pizza delivery driver.
This document introduces Gabriel Sanabria and summarizes some key aspects of his background and interests. It states that he grew up in a housing project in New York City, where the diversity of races and ethnicities helped shape who he became. It mentions that he enjoys donating his time to help others in need, as the city once helped him when he was homeless and struggling with addiction. It also briefly outlines some of his hobbies, including his dogs, DJing, camping with his family, and his early low-wage jobs as a dishwasher and pizza delivery driver.
This document introduces Gabriel Sanabria and summarizes some key aspects of his background and experiences. It discusses that he grew up in a housing project in NYC where he was exposed to a diverse mix of races and ethnicities. It also mentions that he overcame homelessness and substance abuse issues by donating his time to a shelter. His early jobs included being a dishwasher and pizza delivery driver where he faced low wages. He persevered despite challenges and is now attending IC Stars to develop his technology and leadership skills to better provide for his family.
This document introduces Gabriel Sanabria and summarizes some key aspects of his background and interests. It states that he grew up in a housing project in New York City, where the diversity of races and ethnicities helped shape who he became. It mentions that he enjoys donating his time to help others in need, as the city once helped him when he was homeless and struggling with addiction. It also briefly outlines some of his hobbies, including his dogs, DJing, camping with his family, and his early low-wage jobs as a dishwasher and pizza delivery driver.
1. Presence Health and i.c.stars:
How Innovative Talent Solutions
Furthered Positive Change
Presence Health provides holistic care in the truest sense. Across their 150 sites of care, including 11
hospitals across Northern Illinois, no matter what position or specialization, Presence Health’s associates are
committed to the continued health and wellbeing of every patient.
Information systems are no exception. The actions of Presence Health’s internal technical team have a
cascading impact on thousands. Because of the gravity of their work, members of their team need to be
fearless and resourceful, assured that each decision they make is fully informed. Even Presence Health’s
interns need to be a grade above their
peers.
Presence Health was preparing to implement
Workfront, a new Project Portfolio tool for
their IS department when Dave Lundal, CIO
of Presence Health, received a well-timed
email about an organization called i.c.stars.
According to sender Rich Linden, i.c.stars
Board Member and the CEO of Geneva
Technical Services, the organization takes
talented young people from underserved
communities in Chicago and cultivates their
untapped technical potential to enterprise
levels. To achieve that end, Linden said
i.c.stars needed business partners like
Presence Health as part of the equation.
Lundal was intrigued, so the two connected
and discussed the virtues of the program,
beginning a partnership that would positively
impact both Presence Health and i.c.stars
going forward.
Geneva Technical Services, LLC | 2475 Northwinds Pkwy Suite 200 Alpharetta, GA 30009 | P: 770.753.6179
genevatechnicalservices.com
2. Geneva Technical Services, LLC | 2475 Northwinds Pkwy Suite 200 Alpharetta, GA 30009 | P: 770.753.6179
genevatechnicalservices.com
The mission of the Chicago based non-profit organization appealed to Dave and his team: taking
solutions-oriented, resilient, and motivated young people, who lack access to traditional education and job
opportunities, and train them to be competitive tech professionals. Before any business like Presence Health
accepts i.c.stars interns into their organizations, the candidates have gone through a rigorous screening and
training process that produces only the best.
Out of 400 to 600 candidates per training
cycle, the intense selection process narrows
the number down to 20 participants per
cycle of interns. i.c.stars runs three training
cycles per year, serving 60 people in their
intensive, project based learning
environment. Through orientation, i.c.stars
finds which candidates fit their vision of
change-driven, future leaders that will
harness the strength of business and
technology for social and economic
leadership. Through an extensive, multi-hour assessment, they find which candidates are suited to thrive as
problem-solvers and leaders. Once the best of the best are selected, the training process begins.
i.c.stars interns take part in a training program that runs twelve hours a day, 60 to 90 hours a week with zero
tolerance for absences and tardiness. Over the course of their sixteen week curriculum, interns work in teams
of four to six to solve client business problems, build web and mobile applications, create marketing plans,
execute and test marketing plans, and manage projects. At the end of the program, interns boast 1,000
hours of hands-on experience that can translate into the business world.
How does the program stay competitive? Tasha Levy, Training Program Director at i.c.stars says, “We have
partner technology companies which coach and mentor our interns for four or five hours a week. They help
us make sure that the skills we are teaching are market relevant. Our board members are CIOs in the field
and make sure that our curriculum is competitive.”
More than philanthropy, businesses involved with i.c.stars have a hand in shaping the workforce to satisfy
their expectations and needs.
THE SECRET SAUCE BEHIND i.c.stars
Number of applicants: 400-600
Number accepted by i.c.stars:
20 participantsLength of
program: 16 weeksHours of
training each week: 60-90
Total hours of training: 1,000
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After a High Tea meeting – an i.c.stars tradition where executives meet, share stories with, and learn from the
current batch of i.c.stars interns – the Presence Health team was excited to be a part of this vision. They were
eager to take the next step.
So, members of the i.c.stars and Presence Health teams worked out the details in a thorough and calculated
way, reviewing how best to employ a few interns. The Workfront project appeared to be a perfect fit:
Presence Health would have extra hands on deck to ease their transition and the i.c.stars interns would have
an opportunity to learn multiple facets of healthcare PMO. It would be a win-win for both sides. The
partnership was officially greenlit, and
together i.c.stars and Presence Health set out
to find two exceptional Project Manager
Interns.
Through the i.c.stars job board, Presence
Health posted the two Project Manager
Intern job advertisements. Candidates were
interviewed over the course of a two day
roundtable with Presence Health team
members. In the end, Gabriel Sanabria and
Alejandro Fuerte were selected. Their
passion, their award-winning i.c.stars projects,
and their desire to learn more about the
healthcare PMO process proved they were
the right fit.
Presence Health could barely contain their
excitement. They officially announced that
Gabriel Sanabria and Alejandro Fuerte would
be joining the Presence Health team for the
next six months at an event celebrating a
winning application the two had designed for
an i.c.stars challenge. What an auspicious way
to kick off the next half year!
MAKING MATCHES THAT BOTH SIDES LOVE
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Once Gabe and Alex had accepted the offer, the duo got to work. Alicia Avila, Portfolio Architect , IS
-Strategy at Presence Health had this to say, “We wanted a very interactive program where Alex and Gabe
felt they were truly a part of the team and, no matter the titles, could ask us anything. And they were blown
away.”
From the start, Gabe and Alex were immersed in a whole new world. In healthcare, rolling out new processes
and standards requires prudence and calculation. If a change does not work as expected, the outcome can
be consequential for patients. So, entrusting Gabe and Alex to assist in the PMO rollout of a work
management platform shows how much faith the Presence Health team had in their i.c.stars team members.
To achieve a successful launch, Presence Health provided every resource available. The two i.c.stars’ PM
interns were guided through a healthcare 101 tutorial and given access to Workfront as a way to bring them
up to speed. The two explored solutions, asked questions, and sought out answers to get acclimated as
quickly as possible. Then, their work began.
ACCELERATED LEARNING RIGHT FROM THE START
5. Presence Health was committed to training their PM interns in multiple facets of different projects so they
could see the critical pieces of the healthcare IS whole. With that objective in mind, they presented Gabe and
Alex with a number of challenges to use their talent and grow their aptitudes, very similar to what they
experienced in i.c.stars intensive program.
Decoding SharePoint
As Presence Health was finalizing their ICD-10 coding documentation, they needed Gabe and Alex to help
finish out the process. Both Gabe and Alex were crucial while reviewing documentation and making
contributions in SharePoint.
When assigned the project, the i.c.stars interns were upfront with Sr. Project Manager Karen Goetz,
explaining their limited exposure to SharePoint, but they were willing to study up and provide a solution.
Alicia said, “I was so impressed that they were straightforward and said, ‘Give us some time and we will
come up with some options.’ They came back and proposed a solution to Karen. “For two guys who didn’t
know much about SharePoint, they worked hard, figured it out and got it done.”
Sustaining Order in Change Management
The i.c.stars interns led another component of the PMO change control in the form of Presence Health’s
Change Advisory Board meetings. At first, a member of the Presence Health team was running these weekly
meetings and wrangling 10 to 30 different people over the phone. However, the Presence Health team saw
this as a learning opportunity for Gabe and Alex, trusting them to lead change discussions prudently and
efficiently.
Again, Alicia had great praise for the two. “You can see their confidence build each week. They’ve been a
refreshing spirit to those meetings. People like to work with them because they are so personable and they
engage with people in a really neat way. It was fun to see them facilitate when there are a lot of different
people and strong personalities. They were very instrumental in driving efficiency.” Due to their success, they
continued to run change control twice a week and do weekly on-going audits.
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ASSEMBLING PIECES OF THE BIGGER PICTURE
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Gabe and Alex finished up their internship with Presence Health in March 2016, but the story does not end
there.
Presence Health has become a strong advocate for i.c.stars. Ron Fovargue, System Director of IS Strategy
and Finance at Presence Health, has given presentations on the i.c.stars program to prospective partners,
encouraging them to get involved, both because of what they can do for the non-profit and what the
non-profit can do for them.
Alicia Avila expresses the same level of satisfaction. She said, “We feel blessed to be involved in the i.c.stars
program. This experience has been great for our organization.” In the future, Presence Health is very
interested in taking on another two interns. And Alicia recommends that other businesses do as well. “When
the i.c.stars interns have a partner, someone who they have gone through a cycle with, who is there to help
them, I think the candidates grow more and the organization definitely gets more out of it.”
A PARTNERSHIP BUILT TO LAST
“We feel blessed to be involved
in the i.c.stars program. This
experience has been great for
our organization.”
“
“When the i.c.stars interns have
a partner, someone who they
have gone through a cycle with,
who is there to help them, I
think the candidates grow more
and the organization definitely
gets more out of it.”
“