Step by step instructions on preparing for the Center for Veterans Enterprise (CVE) site visits. Prepared by Pat Dotter, MN Procurement Technical Assistance Center (PTAC)
The document discusses applying lean methodology to improve the travel and expense reporting process at WESCO Distribution. It identifies challenges with the current auditing process, including inconsistent standards and high volumes of missing information requests. The intern proposes standardizing the audit process, implementing uniform approval forms, and increasing employee training to help expedite approvals and payments. The goal is to reduce bottlenecks and processing time while maintaining proper policy compliance.
CredNet provides provider enrollment services to help providers avoid common delays in the credentialing process. Some key delays include leaving blanks on applications, providing incorrect information, submitting unclear supporting documents, not completing or updating CAQH profiles, and not following up on applications. CredNet can manage all aspects of the enrollment process for providers to help them get credentialed and receiving reimbursements from payors more quickly.
The Ontario College of Trades has issued Ashish Parekh a Provisional Certificate of Qualification as a Refrigeration and Air Conditioning Systems Mechanic. The certificate is valid for 90 days from February 2, 2017 and allows Mr. Parekh to work in the trade during this time. The certificate can be extended for an additional 90 days if Mr. Parekh applies for an extension, has taken the exam but not received a 70% or higher, and has arranged to retake the exam.
This document discusses various topics related to GSM drive testing including:
1. The purpose of drive testing is to verify network performance for new or existing sites by checking coverage, troubleshooting problems, and benchmarking against competitors.
2. Types of drive tests include new site tests, benchmarking tests, migration tests after upgrades, and route tests. Proper coverage verification involves driving routes and measuring idle mode parameters like Rx Level Full.
3. Before drive testing, information like site data, maps, frequency plans, and neighbor lists should be collected, along with proper equipment and tools.
Background screening processes seem like a mystery to everyone outside of the employee screening industry. What is pre employment & post employment background checks, how does it take place?, What's the process? To answer some of the commonly asked questions about pre-employment background checks we have compiled a list of such questions that can help you better understand the need and its process in general.
There are typical requirements for attorneys to waive into another state's bar without taking the bar exam, including that the state has reciprocity, the attorney has practiced for a certain number of years, graduated from an ABA-approved law school, and passed a character and fitness determination. It is important for attorneys considering waiving in to carefully research the requirements of that specific state. To effectively manage the waive-in process, attorneys should gather documents and references early, be prepared to provide tax returns, and contact the state bar if they have any questions.
The document provides details of a student's school-based assessment project on office orientation and procurement and inventory management. It includes sections on the aims of the assessment, functions of the department studied, methodology used including questionnaires and interviews, findings from the research, and the impact of office equipment. The key findings were that the business studied operates primarily in an open-plan office layout and employees reported having a generally good relationship with their coworkers. The research showed the importance of the office orientation and procurement department in improving the business's growth, services, and efficiency.
The document discusses applying lean methodology to improve the travel and expense reporting process at WESCO Distribution. It identifies challenges with the current auditing process, including inconsistent standards and high volumes of missing information requests. The intern proposes standardizing the audit process, implementing uniform approval forms, and increasing employee training to help expedite approvals and payments. The goal is to reduce bottlenecks and processing time while maintaining proper policy compliance.
CredNet provides provider enrollment services to help providers avoid common delays in the credentialing process. Some key delays include leaving blanks on applications, providing incorrect information, submitting unclear supporting documents, not completing or updating CAQH profiles, and not following up on applications. CredNet can manage all aspects of the enrollment process for providers to help them get credentialed and receiving reimbursements from payors more quickly.
The Ontario College of Trades has issued Ashish Parekh a Provisional Certificate of Qualification as a Refrigeration and Air Conditioning Systems Mechanic. The certificate is valid for 90 days from February 2, 2017 and allows Mr. Parekh to work in the trade during this time. The certificate can be extended for an additional 90 days if Mr. Parekh applies for an extension, has taken the exam but not received a 70% or higher, and has arranged to retake the exam.
This document discusses various topics related to GSM drive testing including:
1. The purpose of drive testing is to verify network performance for new or existing sites by checking coverage, troubleshooting problems, and benchmarking against competitors.
2. Types of drive tests include new site tests, benchmarking tests, migration tests after upgrades, and route tests. Proper coverage verification involves driving routes and measuring idle mode parameters like Rx Level Full.
3. Before drive testing, information like site data, maps, frequency plans, and neighbor lists should be collected, along with proper equipment and tools.
Background screening processes seem like a mystery to everyone outside of the employee screening industry. What is pre employment & post employment background checks, how does it take place?, What's the process? To answer some of the commonly asked questions about pre-employment background checks we have compiled a list of such questions that can help you better understand the need and its process in general.
There are typical requirements for attorneys to waive into another state's bar without taking the bar exam, including that the state has reciprocity, the attorney has practiced for a certain number of years, graduated from an ABA-approved law school, and passed a character and fitness determination. It is important for attorneys considering waiving in to carefully research the requirements of that specific state. To effectively manage the waive-in process, attorneys should gather documents and references early, be prepared to provide tax returns, and contact the state bar if they have any questions.
The document provides details of a student's school-based assessment project on office orientation and procurement and inventory management. It includes sections on the aims of the assessment, functions of the department studied, methodology used including questionnaires and interviews, findings from the research, and the impact of office equipment. The key findings were that the business studied operates primarily in an open-plan office layout and employees reported having a generally good relationship with their coworkers. The research showed the importance of the office orientation and procurement department in improving the business's growth, services, and efficiency.
The document outlines policies and procedures for an administrative assistant position at Geos Dude, Inc., including:
1) A job description and requirements for an administrative assistant position providing support to the CEO.
2) An overview of the company's training program for new hires, including orientation, learning scheduling software, and invoice processing.
3) Guidelines around performance reviews, compensation between $30,000-$40,000 annually, and benefits like paid time off accrual.
This document provides a summary of qualifications and experience for Haley McWilliams, an administrative assistant seeking new employment opportunities. Over the past 5 years, Haley has gained experience in various roles such as executive assistant, operations services specialist, optometry tech, medical assistant, and administrative secretary. She possesses strong organizational, research, communication, and computer skills. Haley is dedicated to providing thorough administrative support and has a track record of managing calendars, meetings, projects, and tasks to meet deadlines. She is seeking a new role where she can apply her skills and experience.
Recruiting and Hiring, Including Restrictive Covenants (Series: Protecting Yo...Financial Poise
This document provides information about an upcoming webinar on recruiting and hiring employees. The webinar will discuss legal issues related to interviewing, background checks, job offers, and restrictive covenants. It introduces the four panelists who are attorneys that specialize in labor and employment law. The webinar is part of a series that addresses various aspects of the employer-employee relationship from hiring to termination.
Fit for Work – The employer referral process explainedFit for Work
An outline of the rationale behind Fit for Work, the ways that employers and employees can benefit from the support offered by Fit for Work, and a step-by-step guide for employers to completing the online referral form.
Welcome to the Team! Recruiting and Hiring, Including Restrictive CovenantsFinancial Poise
You only get one chance to make a first impression, so you want to make sure your company avoids unnecessary missteps when recruiting and hiring employees. Understanding what you can and cannot say during interviews and how to respond when a candidate volunteers information that may be considered “off limits” is essential. At the same time, there are a host of laws being passed throughout the country that address when and what sort of information you can request from applicants regarding their criminal and financial histories. In the event you decide to protect your organization by requiring certain employees to sign some type of restrictive covenants—non-competition, non-solicitation and/or non-disclosure—there are a host of legal and practical issues to consider. This webinar explores these and other issues so that you can be confident, going forward, that you are starting off on the right foot—legally, at least—when you hire new employees.
Part of the webinar series: PROTECTING YOUR EMPLOYEE ASSETS: THE LIFE CYCLE OF THE EMPLOYMENT RELATIONSHIP 2022
See more at https://www.financialpoise.com/webinars/
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
The document is a cover letter and resume submitted by Billie Fay Johnson for a job posting. The cover letter expresses that Billie believes her credentials would be a great asset for the position based on her many years of experience. The resume then outlines Billie's work history in customer service and management roles demonstrating skills in customer service, operations, inventory management, and team leadership.
NEFS Inc. is a field inspection services company established in 2007 that performs thousands of property inspections per month. The document describes the opportunity to become an independent contractor inspector for NEFS Inc., which requires a laptop, digital camera, reliable transportation, and passing a background check. Inspectors are trained by NEFS Inc. and can expect to complete 4-5 inspections per hour, earning $5-$15 per inspection. Inspectors are required to have business insurance after 60 days.
America's Job Exchange (AJE) hosted a webinar "OFCCP Audits – 5 Reasons They Fail" with Grace M. Conti, from Portnoy, Messinger, Pearl & Associates, Inc. As an Affirmative Action Consultant, Grace will be leveraging her vast experience, knowledge, and expertise to take us into the complicated world of OFCCP compliance and audits. We will focus on the areas where OFCCP audits most often fail and recommend best practices to implement in order to avoid these pitfalls. With this insider knowledge, you will be better equipped to review your organizations policies and procedures NOW, before receiving that dreaded letter from the OFCCP.
This profile summarizes Noel Jose Hernandez Rodriguez's 22 years of experience in business administration, marketing, sales, customer service, and financial analysis. He has worked in customer service roles for various companies, including JPMorgan Chase, Amerigroup, Corporate Caterers, LaserShip, Select Staffing, Cryo-Cell International, Citi Group, and Bill Currie Ford Lincoln Mercury. His experience also includes management roles at MMC Automotriz, overseeing operations and sales for Mitsubishi, Fuso, and Hyundai dealerships in Venezuela.
E book - Hiring tool kit for Smart RecruitersTalview
Talview E-book for recruiters gives a complete working tool kit for recruiters for a better and quality hiring. The E-book is divided into brief Six chapters where it gives complete information about the innovative change in the Talent Acquisition Department.
Manish Telavane is applying for a position with the company. He has a Bachelor's degree in Management Studies from Mumbai University from 2007 and a Master's degree in Finance from Mumbai University from 2012. He has over 5 years of work experience in banking and finance, including positions at Axis Bank, TJSB Sahakari Bank, and Kotak Direct. His experience includes commercial loan documentation, credit administration, and sales management. He is interested in a career with opportunities for growth and contribution.
This document summarizes a panel discussion and roundtable at an operational best practices workshop for collection law firms. The panelists, who represented small, mid-size, and large collection law firms, discussed their best practices in areas such as hiring and training collectors, use of communication methods, cash posting and payments, handling online complaints, distinguishing complaint types, maintaining security, expanding offices, training staff, setting key performance indicators, exceeding compliance requirements, auditing calls and vendors, and documenting procedures. The panel provided insights and recommendations for collection firms to improve operations and compliance.
Welcome to the Team! Recruiting and Hiring, Including Restrictive Covenants (...Financial Poise
You only get one chance to make a first impression, so you want to make sure your company avoids unnecessary missteps when recruiting and hiring employees. Understanding what you can and cannot say during interviews and how to respond when a candidate volunteers information that may be considered “off limits” is essential. At the same time, there are a host of laws being passed throughout the country that address when and what sort of information you can request from applicants regarding their criminal and financial histories. In the event you decide to protect your organization by requiring certain employees to sign some type of restrictive covenants—non-competition, non-solicitation and/or non-disclosure—there are a host of legal and practical issues to consider. This webinar explores these and other issues so that you can be confident, going forward, that you are starting off on the right foot—legally, at least—when you hire new employees.
To listen to this webinar on-demand, go to: https://www.financialpoise.com/financial-poise-webinars/recruiting-and-hiring-including-restrictive-covenants-2020/
This document provides templates for identifying the top 5 frequently asked questions (FAQs) within various company departments, including Human Resources, Finance, Marketing, Information Technology, Sales & Customer Service, and Operations. It also lists the overall top 10 FAQs across all departments. The purpose is to analyze common support calls and provide solutions to FAQs on the company intranet for easy employee access, which can save costs and increase productivity.
This document provides guidance on conducting an effective online job search. It discusses researching companies and jobs, networking, creating an online presence, evaluating job posting sites, protecting privacy, and avoiding scams. The key aspects of an online job search include developing a search strategy, treating it like a job, researching beyond just postings, networking to find opportunities not advertised, building an online brand, and taking steps to maintain privacy.
Adhir Kumar Shukla is applying for the position of Senior Associate at Pepperfry.com. He has over 6 months of experience in warehouse operations and merchandising at Pepperfry.com. Previously, he worked as an Executive Officer at Bihar Foundation and as a Floor Manager at Aryabhat Computers. He holds a B.Tech in Biotechnology from Jaipur National University. Shukla believes his expertise in operations, training teams, and negotiating deals would enable him to be a significant contributor to the company. He is interested in meeting for an interview.
The document summarizes the veteran verification process through the Center for Veteran Enterprise (CVE). It outlines the steps to register a business as veteran-owned on VetBiz.gov, including uploading required documents. It then describes how CVE examines applications, may request additional documentation or conduct site visits, and ultimately approves or denies verification. Issues that could delay the process are also listed.
The HUBZone program provides federal contracting assistance to small firms located in historically underutilized business zones. There are over 5,700 certified small businesses in the program. The program aims to increase employment opportunities and stimulate investment in designated areas that typically have low incomes or high unemployment. The Small Business Administration regulates the program and determines business eligibility. Certified HUBZone businesses receive benefits like set-aside contracts and a 10% price evaluation preference.
This document provides information about various small business certification programs including federal, state, and local programs. It discusses certification categories such as 8(a), HUBZone, Service Disabled Veteran Owned Small Business, and Women Owned Small Business. It also summarizes certification requirements, benefits, and the application process for programs like the Minnesota Small Business Procurement Program and CERT Program. Overall, the document serves to educate small businesses on certification options that can help them access contracting and procurement opportunities.
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The document outlines policies and procedures for an administrative assistant position at Geos Dude, Inc., including:
1) A job description and requirements for an administrative assistant position providing support to the CEO.
2) An overview of the company's training program for new hires, including orientation, learning scheduling software, and invoice processing.
3) Guidelines around performance reviews, compensation between $30,000-$40,000 annually, and benefits like paid time off accrual.
This document provides a summary of qualifications and experience for Haley McWilliams, an administrative assistant seeking new employment opportunities. Over the past 5 years, Haley has gained experience in various roles such as executive assistant, operations services specialist, optometry tech, medical assistant, and administrative secretary. She possesses strong organizational, research, communication, and computer skills. Haley is dedicated to providing thorough administrative support and has a track record of managing calendars, meetings, projects, and tasks to meet deadlines. She is seeking a new role where she can apply her skills and experience.
Recruiting and Hiring, Including Restrictive Covenants (Series: Protecting Yo...Financial Poise
This document provides information about an upcoming webinar on recruiting and hiring employees. The webinar will discuss legal issues related to interviewing, background checks, job offers, and restrictive covenants. It introduces the four panelists who are attorneys that specialize in labor and employment law. The webinar is part of a series that addresses various aspects of the employer-employee relationship from hiring to termination.
Fit for Work – The employer referral process explainedFit for Work
An outline of the rationale behind Fit for Work, the ways that employers and employees can benefit from the support offered by Fit for Work, and a step-by-step guide for employers to completing the online referral form.
Welcome to the Team! Recruiting and Hiring, Including Restrictive CovenantsFinancial Poise
You only get one chance to make a first impression, so you want to make sure your company avoids unnecessary missteps when recruiting and hiring employees. Understanding what you can and cannot say during interviews and how to respond when a candidate volunteers information that may be considered “off limits” is essential. At the same time, there are a host of laws being passed throughout the country that address when and what sort of information you can request from applicants regarding their criminal and financial histories. In the event you decide to protect your organization by requiring certain employees to sign some type of restrictive covenants—non-competition, non-solicitation and/or non-disclosure—there are a host of legal and practical issues to consider. This webinar explores these and other issues so that you can be confident, going forward, that you are starting off on the right foot—legally, at least—when you hire new employees.
Part of the webinar series: PROTECTING YOUR EMPLOYEE ASSETS: THE LIFE CYCLE OF THE EMPLOYMENT RELATIONSHIP 2022
See more at https://www.financialpoise.com/webinars/
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
The document is a cover letter and resume submitted by Billie Fay Johnson for a job posting. The cover letter expresses that Billie believes her credentials would be a great asset for the position based on her many years of experience. The resume then outlines Billie's work history in customer service and management roles demonstrating skills in customer service, operations, inventory management, and team leadership.
NEFS Inc. is a field inspection services company established in 2007 that performs thousands of property inspections per month. The document describes the opportunity to become an independent contractor inspector for NEFS Inc., which requires a laptop, digital camera, reliable transportation, and passing a background check. Inspectors are trained by NEFS Inc. and can expect to complete 4-5 inspections per hour, earning $5-$15 per inspection. Inspectors are required to have business insurance after 60 days.
America's Job Exchange (AJE) hosted a webinar "OFCCP Audits – 5 Reasons They Fail" with Grace M. Conti, from Portnoy, Messinger, Pearl & Associates, Inc. As an Affirmative Action Consultant, Grace will be leveraging her vast experience, knowledge, and expertise to take us into the complicated world of OFCCP compliance and audits. We will focus on the areas where OFCCP audits most often fail and recommend best practices to implement in order to avoid these pitfalls. With this insider knowledge, you will be better equipped to review your organizations policies and procedures NOW, before receiving that dreaded letter from the OFCCP.
This profile summarizes Noel Jose Hernandez Rodriguez's 22 years of experience in business administration, marketing, sales, customer service, and financial analysis. He has worked in customer service roles for various companies, including JPMorgan Chase, Amerigroup, Corporate Caterers, LaserShip, Select Staffing, Cryo-Cell International, Citi Group, and Bill Currie Ford Lincoln Mercury. His experience also includes management roles at MMC Automotriz, overseeing operations and sales for Mitsubishi, Fuso, and Hyundai dealerships in Venezuela.
E book - Hiring tool kit for Smart RecruitersTalview
Talview E-book for recruiters gives a complete working tool kit for recruiters for a better and quality hiring. The E-book is divided into brief Six chapters where it gives complete information about the innovative change in the Talent Acquisition Department.
Manish Telavane is applying for a position with the company. He has a Bachelor's degree in Management Studies from Mumbai University from 2007 and a Master's degree in Finance from Mumbai University from 2012. He has over 5 years of work experience in banking and finance, including positions at Axis Bank, TJSB Sahakari Bank, and Kotak Direct. His experience includes commercial loan documentation, credit administration, and sales management. He is interested in a career with opportunities for growth and contribution.
This document summarizes a panel discussion and roundtable at an operational best practices workshop for collection law firms. The panelists, who represented small, mid-size, and large collection law firms, discussed their best practices in areas such as hiring and training collectors, use of communication methods, cash posting and payments, handling online complaints, distinguishing complaint types, maintaining security, expanding offices, training staff, setting key performance indicators, exceeding compliance requirements, auditing calls and vendors, and documenting procedures. The panel provided insights and recommendations for collection firms to improve operations and compliance.
Welcome to the Team! Recruiting and Hiring, Including Restrictive Covenants (...Financial Poise
You only get one chance to make a first impression, so you want to make sure your company avoids unnecessary missteps when recruiting and hiring employees. Understanding what you can and cannot say during interviews and how to respond when a candidate volunteers information that may be considered “off limits” is essential. At the same time, there are a host of laws being passed throughout the country that address when and what sort of information you can request from applicants regarding their criminal and financial histories. In the event you decide to protect your organization by requiring certain employees to sign some type of restrictive covenants—non-competition, non-solicitation and/or non-disclosure—there are a host of legal and practical issues to consider. This webinar explores these and other issues so that you can be confident, going forward, that you are starting off on the right foot—legally, at least—when you hire new employees.
To listen to this webinar on-demand, go to: https://www.financialpoise.com/financial-poise-webinars/recruiting-and-hiring-including-restrictive-covenants-2020/
This document provides templates for identifying the top 5 frequently asked questions (FAQs) within various company departments, including Human Resources, Finance, Marketing, Information Technology, Sales & Customer Service, and Operations. It also lists the overall top 10 FAQs across all departments. The purpose is to analyze common support calls and provide solutions to FAQs on the company intranet for easy employee access, which can save costs and increase productivity.
This document provides guidance on conducting an effective online job search. It discusses researching companies and jobs, networking, creating an online presence, evaluating job posting sites, protecting privacy, and avoiding scams. The key aspects of an online job search include developing a search strategy, treating it like a job, researching beyond just postings, networking to find opportunities not advertised, building an online brand, and taking steps to maintain privacy.
Adhir Kumar Shukla is applying for the position of Senior Associate at Pepperfry.com. He has over 6 months of experience in warehouse operations and merchandising at Pepperfry.com. Previously, he worked as an Executive Officer at Bihar Foundation and as a Floor Manager at Aryabhat Computers. He holds a B.Tech in Biotechnology from Jaipur National University. Shukla believes his expertise in operations, training teams, and negotiating deals would enable him to be a significant contributor to the company. He is interested in meeting for an interview.
The document summarizes the veteran verification process through the Center for Veteran Enterprise (CVE). It outlines the steps to register a business as veteran-owned on VetBiz.gov, including uploading required documents. It then describes how CVE examines applications, may request additional documentation or conduct site visits, and ultimately approves or denies verification. Issues that could delay the process are also listed.
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The HUBZone program provides federal contracting assistance to small firms located in historically underutilized business zones. There are over 5,700 certified small businesses in the program. The program aims to increase employment opportunities and stimulate investment in designated areas that typically have low incomes or high unemployment. The Small Business Administration regulates the program and determines business eligibility. Certified HUBZone businesses receive benefits like set-aside contracts and a 10% price evaluation preference.
This document provides information about various small business certification programs including federal, state, and local programs. It discusses certification categories such as 8(a), HUBZone, Service Disabled Veteran Owned Small Business, and Women Owned Small Business. It also summarizes certification requirements, benefits, and the application process for programs like the Minnesota Small Business Procurement Program and CERT Program. Overall, the document serves to educate small businesses on certification options that can help them access contracting and procurement opportunities.
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The document is a presentation about updates to the SAM II system from Pat Dotter, the Southwestern Area Manager at PTAC MN. It outlines new features of SAM II including updated pages and a new "Processing" message. It also reviews how to update an entity profile, manage role requests, and adjust account settings within the new version of SAM II. Contact information is provided for Pat Dotter and PTAC MN if users need assistance.
Jeff Marcus is the global manager for Red Wing Shoe Company, managing over $200 million in contracts across 110 countries. Red Wing is a 108-year-old Minnesota-based company that manufactures work footwear and other personal protective equipment. It has 2 US factories, over 450 retail stores, and distribution in 110 countries, employing over 2,500 people worldwide. The document provides an overview of Red Wing's domestic and international business, product lines, and instructions for how to do business with the company.
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The State of Minnesota spends approximately $4 billion annually procuring a wide range of goods, services, and construction projects through both one-time purchases and long-term contracts. The Materials Management Division oversees the state's procurement processes and manages cooperative purchasing programs that allow other government entities to access state contracts. The document provides an overview of the state's procurement methods, requirements for soliciting bids and proposals, programs to promote small and diverse businesses, and resources for vendors.
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The document provides information about doing business with the U.S. Environmental Protection Agency (EPA) and its Office of Small Business Programs (OSBP). It outlines EPA's mission to protect human health and the environment. OSBP supports this mission by fostering partnerships and contracting opportunities for small businesses. The document discusses EPA's procurement goals for small businesses, common contracts and services purchased, certification requirements, and tips for small businesses to pursue EPA opportunities.
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The document discusses marketing materials for small businesses seeking government contracts, including capabilities statements, past performance narratives, business cards, and email signatures. It provides guidance on what information to include in one-page capabilities statements to concisely convey a company's qualifications, competencies, and differentiation. It also outlines what should be included in past performance narratives and recommendations for designing clear and informative business cards and email signatures. The overall goal is to effectively communicate a company's capabilities and value proposition to government customers.
The document discusses the benefits of exercise for mental health. Regular physical activity can help reduce anxiety and depression and improve mood and cognitive functioning. Exercise causes chemical changes in the brain that may help protect against mental illness and improve symptoms.
The document provides information about an online course on bidding and estimating from the Minnesota Department of Transportation. The course takes about an hour to complete and provides a Bidding & Estimating Certificate upon finishing. It also includes a link to a website that allows users to search for requests for proposals, bids, and contracts from government agencies.
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This document provides an overview of government contracting and the services provided by Procurement Technical Assistance Centers (PTAC). It discusses the PTAC program, available services like market research, registration assistance and training seminars. Statistics on PTAC's results in Minnesota are presented, with details on the size of the government market, where to find business opportunities, and keys to succeeding in government contracting like understanding the customer and competition. The document aims to explain the government procurement process and resources available to help businesses pursue government contracts.
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This document provides information and resources for starting a business. It discusses developing a business plan, which includes a narrative section and financial section and outlines goals and plans for success. The business plan is necessary for obtaining financing and helping the business grow. The document also covers determining the business entity structure, insurance needs, financing options, whether to take on partners, and monitoring cash flow once operations begin. Resources for starting a business are also listed.
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In this session you will learn the elements that make a capability statement stand out from the crowd. This is a standard document used to introduce your firm to government decision-makers. Often it is the first impression your business will have. You will take away everything you need in order to create a winning marketing tool for your business!
Implicitly or explicitly all competing businesses employ a strategy to select a mix
of marketing resources. Formulating such competitive strategies fundamentally
involves recognizing relationships between elements of the marketing mix (e.g.,
price and product quality), as well as assessing competitive and market conditions
(i.e., industry structure in the language of economics).
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Veteran verification preparing for site visits 4-16-13
1. Preparing for your VA Site Visit
Updated 4-12-2013
Site Visits are usually scheduled, but may happen unannounced!
GUIDE TO ONSITE EXAMINATION (SITE VISIT) (prepared by VA)
This Guideline is intended to assist Applicants in complying with the regulatory requirements in 38 CFR Part
74 in order to apply for verification. Whenever this Guideline appears inconsistent with 38 CFR Part 74 VA
Veteran-Owned Small Business Verification Guidelines, the language in 38 CFR Part 74 applies.
A company is selected for a site visit in order to provide the Applicant the opportunity to provide additional
information and clarification of issues that would otherwise result in a denial of their application for verification as a
VOSB or SDVOSB.
COMPONENTS OF A SUCCESSFUL SITE VISIT
1. Schedule a firm date and prepare for the Site Visit. Talk with the Examiner to learn any specific
requirements and schedule a mutually agreeable date. Update your registration in the VIP database.
Once the visit is scheduled, it is not easy to reschedule. In many cases the Examiner has made travel
arrangements and/or may have other visits scheduled the same week.
Typically, VA will not approve the application unless the site visit is completed successfully and demonstrates
that the Applicant fully conforms to the regulatory requirements in 38 CFR Part 74.
The Veteran must be present during the site visit.
2. Read 38 CFR Part 74 if you are not sure of the specific ownership and control requirements to which the
Applicant must conform. Applications that do not conform to the requirements of Veteran status, ownership,
and control in 38 CFR Sections 74.3 and 74.4 will be denied. In summary, these are:
The Veteran has unconditional direct ownership;
The Veteran holds the highest officer position and is the highest paid employee, unless there is a
reasonable explanation submitted by the Veteran as to how taking a lower salary than other
employee(s) helps the business;
The Veteran manages the company on both a strategic policy and a day-to-
day basis; and
Non-Veterans do not control the company.
The Veteran has the managerial experience of the extent and complexity needed to run the company
3. The Applicant must be present during the visit. Schedule the visit such that the Veteran Applicant will be
present during the visit. The Examiner may wish to interview all the company owners during the site visit.
4. Respond quickly and completely, to any requests for information. Many site visits are performed by VA support
contractors. If the Examiner requests additional documents, processing stops until they receive those
documents. If the Applicant does not respond, VA can deny the application based upon a lack of supporting
information.
2. Scheduled On-Site Reviews – Notification via Phone by the On-Site review person (prepared by PTAC)
You will receive an informational email following your contact via phone with the site reviewer (sample below). In the
email, you will receive a checklist list similar to the sample attached called Document Checklist.
To assist in being prepared for this On-Site occasion, PTAC recommends that you prepare the items according to the
checklist, in the order as listed and place in a folder for the Reviewer to take with them. The site reviewer will follow
this order when interviewing and reviewing your documents.
Sample Email follow-up:
Dear __________;
It was a pleasure speaking to you today. Your company, _________________ , has applied for verification status as a
Veteran (VOSB) or Service Disabled Veteran Owned Small Business (SDVOSB), and an on-site review will be conducted as
part of the verification process.
The visit will take between 2-4 hours, with the majority of time spent reviewing the records. In addition to
interviewing you, I will also need to interview all other owners, if any, of ____________________.
As we discussed, I have attached a list of documents that will need to be copied and ready for my review. If a requested
record is not applicable to your business, please annotate the template to reflect ‘N/A’.
When I depart, I will take the records with me. Therefore, please redact any personal identifiable information such as
social security numbers.
Please respond to this email and confirm your availability on the scheduled date and time of
___________________ (DAY) at _______ a.m. (p.m.)
Thank you,
Examiner (Name)
(phone number)
ITEMS to Prepare: Please see next three pages; one page list of Interview Questions and two page checklist
documents from VA.
REMEMBER, if you need assistance with this process; call your local PTAC person. Go to
http://www.mnptac.org/contact-us.html to find the counselor serving your area
3. Site visit Preparation -This is a list of interview questions that are typically asked during on-site visit:
1. Verified company name.
2. What is your title?
3. What is your percent of ownership?
4. What are the services or products of the business?
5. Are you a distributor or reseller?
6. Who is your customer base?
7. Verified what company focus.
8. What is your background, why did you choose this field?
9. What were you doing previous to this?
10. How long have you been doing this?
11. Website questions.
12. How many employees to you have?
13. Asked if I was Service Disabled?
14. Is there a payroll – do you pay yourself?
15. If you don’t have a payroll, what are you living on?
16. Who are you currently working for?
17. What are your hours of employment?
18. What is your position if you have outside employment?
19. Is that a full time (40 hrs. /week) position?
20. Do you work out of your home or an office?
21. What is the location of the office?
22. What hours do you work?
23. Needed statement that full time work does not hinder my business.
24. Do you own any other business?
25. You each have a separate relationship with the suppliers?
26. Do you currently have an active contract?
27. Has or how has the CVE verification been beneficial?
28. When you look at solicitations would you work as a sub for another company?
29. Are you the only signor on your business accounts?
30. Do you need to be in the home or at your computer to runmanage your business?
31. She requested full resume for current position as well as previous positions.
32. What is your educational background?
33. Do you have any cancelled checks?
34. Were monies in bank contributions to the business in 2011?
35. Review NAICS code