Data Analysis Team A performed a series of analysis on behalf of the management of Ballard Integrated Managed Services, Inc. (BIMS). These tasks were the result of an emerging trend of attrition and employee dissatisfaction within their organization. The initial actions taken involved data collection that were presented in the form of an internal employee survey. The data collection analysis revealed our hypothesis and we set out to prove that the increase in employee turnover was due to low employee morale and poor employee performance. The initial survey leads us to a very low response rate of 17.3%—we did not achieve our goal of obtaining the feedback of the vast majority of BIMS employees. By utilizing our initial findings we analyzed, displayed, and interpreted, the outcome shows that BIMS was experiencing high turnover due to lack of proper pay and poor communication within the business. This information provided seemed promising from the perspective that we were narrowing down the core issues within the company; it is never enough for management to determine an effective course of action or forecasting. The inferences made through our descriptive analysis approach made use of all three levels of measurement and dispersion and helped us rank the limited feedback on scale of one through five, changing the ordinal and ratio feedback into a numerical value, when necessary. The demographic based questions were significant collected data based on years of service, division, gender and role and facilitated in our manipulation of the survey data. In combination, we were able to scratch the surface on a pattern of data that ranked very negatively and that also met the condition of our hypothesis—so all was not lost in our initial attempt. The research that was done for Ballard was to determine if the employees were satisfied with their work conditions and was there fair treatment from the company. The survey sent out would ask workers about working conditions, shifts, training, pay, fair treatment and the company itself. The survey was attached to their bi weekly paychecks asking them to return by a certain date. A reminder was sent out as well to encourage participation. The response to this survey was very low only 17.3 % took the time to even respond. However the data collected did provide was quantitative it provided numerical information to possibly give insight on correcting the current employment issues. The survey sent out was a measurement on a scale from 1 to 5; five being positive and 1 negative rate the following questions. The questions consisted of do you enjoy working for the company? Do you like your shift? How was your training? Are you being paid fairly? Then basic questions to pinpoint your gender, department and position in the company. The survey was given to determine the decrease in morale in the company and the increase of turnover of employees. Out of the 449 employees given the survey only 78 were returne.

1. Data Analysis
Team A performed a series of analysis on behalf of the
management of Ballard Integrated Managed Services, Inc.
(BIMS). These tasks were the result of an emerging trend of
attrition and employee dissatisfaction within their organization.
The initial actions taken involved data collection that were
presented in the form of an internal employee survey. The data
collection analysis revealed our hypothesis and we set out to
prove that the increase in employee turnover was due to low
employee morale and poor employee performance. The initial
survey leads us to a very low response rate of 17.3%—we did
not achieve our goal of obtaining the feedback of the vast
majority of BIMS employees. By utilizing our initial findings
we analyzed, displayed, and interpreted, the outcome shows that
BIMS was experiencing high turnover due to lack of proper pay
and poor communication within the business. This information
provided seemed promising from the perspective that we were
narrowing down the core issues within the company; it is never
enough for management to determine an effective course of
action or forecasting. The inferences made through our
descriptive analysis approach made use of all three levels of
measurement and dispersion and helped us rank the limited
feedback on scale of one through five, changing the ordinal and
ratio feedback into a numerical value, when necessary. The
demographic based questions were significant collected data
based on years of service, division, gender and role and
facilitated in our manipulation of the survey data. In
combination, we were able to scratch the surface on a pattern of
data that ranked very negatively and that also met the condition
of our hypothesis—so all was not lost in our initial attempt.
The research that was done for Ballard was to determine if the
employees were satisfied with their work conditions and was
there fair treatment from the company. The survey sent out

2. would ask workers about working conditions, shifts, training,
pay, fair treatment and the company itself. The survey was
attached to their bi weekly paychecks asking them to return by a
certain date. A reminder was sent out as well to encourage
participation. The response to this survey was very low only
17.3 % took the time to even respond. However the data
collected did provide was quantitative it provided numerical
information to possibly give insight on correcting the current
employment issues.
The survey sent out was a measurement on a scale from 1 to 5;
five being positive and 1 negative rate the following questions.
The questions consisted of do you enjoy working for the
company? Do you like your shift? How was your training? Are
you being paid fairly? Then basic questions to pinpoint your
gender, department and position in the company.
The survey was given to determine the decrease in morale in the
company and the increase of turnover of employees. Out of the
449 employees given the survey only 78 were returned. Here are
the survey results coded by question and answer.
Q1.How well do you enjoy working for BIMS?
15 answered very negative, 21 answered negative, 15 answered
neutral, 13 answered positive, 13 answered very positive, and
one didn’t answer.
Q2. You enjoy your assigned shift.
14 answered very negative, 22 answered negative, 13 answered
neutral, 14 answered positive, 12 answered very positive, and
three didn’t answer.
Q3. Your request for your desired shift was fulfilled.
15 answered very negative, 21 answered negative, 15 answered
neutral, 13 answered positive, 13 answered very positive, and
one didn’t answer.
Q4. How many times have you called in sick in the last month?
15 answered very negative, 21 answered negative, 12 answered
neutral, 12 answered positive, 15 answered very positive, and
three didn’t answer.
Q5. You are well trained for work.

3. 13 answered very negative, 22 answered negative, 14 answered
neutral, 14 answered positive, 14 answered very positive, and
one didn’t answer.
Q6. You are paid fairly for the work you do?
20 answered very negative, 30 answered negative, 19 answered
neutral, six answered positive, Zero answered very positive, and
three didn’t answer.
Q7. Your supervisor treats you fairly.
15 answered very negative, 21 answered negative, 15 answered
neutral,
13 answered positive, 14 answered very positive.
Q8. Your supervisor’s boss treats your division fairly.
15 answered very negative, 22 answered negative, 12 answered
neutral, 13 answered positive, 12 answered very positive, and
four didn’t answer.
Q9. The company is good at communicating.
17 answered very negative, 32 answered negative, 24 answered
neutral, five answered positive, zero answered very positive.
Q10. You do not fear that you will lose your job.
17 answered very negative, 22 answered negative, 12 answered
neutral, 15 answered positive, 10 answered very positive, and
two didn’t answer.
Out of the employees who took the survey, 12 were supervisors,
32 worked in the food division, 36worked in the housekeeping
division, and nine worked in the maintenance division of the
company. According to the survey of 17.3% the average length
of employment with Ballard Integrated Managed Services, Inc.
(BIMS) is three years and five months.
Once gathering all quantitative data, we can begin to eliminate
all data input errors. In this case, it would be all unanswered
survey questions, as well as all neutral answered questions. The
survey can then be used to see whether negative or positive
reinforcement is needed and measure how much of it is needed.
Based on the study done for BIMS, it is clear that there is a
morale issue. Pay and scheduling are factors included but
boosting morale would mitigate such issues. Our survey is able

4. display the level of displeasure from the employees, having
some employees even fearful of their jobs.
Our survey conducted is not intended to correct the issues but
rather help create a focal point for the company going forward
in restoring a healthy and fruitful work environment.
References
University of Phoenix. (). Ballard Integrated Managed Services,
Inc., Part I. Retrieved from University of Phoenix, QNT351-
Quantitative Analysis for Business website.
MIS 201
Information System Management
MIS Project Plan Template
Note: Delete this page from final document

5. Note: Text in this style should be deleted from final
document, as this text contains instructions for filling out
the document
(Insert Organization Name Here)
(Insert Project Name Here)
A. General Information
Information to be provided in this section is general in nature
and provides the necessary information about the organization
of the project and project participants.
Project ID/Acronym:
Date:
Responsible Dept:
Modification Date:
Prepared by:
Authorized by:

6. Points of Contact
This should be the list of individuals that will be involved with
the project during the Execution Phase.
Position
Name
Phone
E-mail
Project Manager
Senior Management Sponsor
Senior Technical Sponsor
Procurement Contact
Customers:
Other Stakeholders:
B. Executive Summary
Information in the project summary areas was started during the

7. project concept phase and should be included here. Information
includes the project name, original estimates, plan revision
numbers, points of contact, etc.
Business Need/Problem - Identify business need/problem that
needs to be solved.
Statement of Work - This statement should be short and to the
point. It should not contain language or terminology that might
not be understood.
Project Objectives - Provide a brief, concise list of what the
project is to accomplish.
Project Approach - Describe the strategy to deliver the project.
For example, it may describe a phased strategy, contracting
approach, reference to implementation, etc. Subsections may be
created to present the strategy.
C. Detailed Project Scope Statement
Describe in detail what will be the included as part of the
overall project.
Project Results/Completion Criteria
Methodologies to be Used

8. Content of the Project: Deliverables
Exclusions
D. Resource Planning
After establishing the human resources required for the project,
develop a staffing plan that shows the personnel (both internal
and external) and their estimated effort hours that will be
required on the project on a weekly basis. Note: this
information can be generated via a PM tool such as MS Project
as a byproduct of the project schedule.
Staffing Names
Week1
Week2
Week3
Week4
Week5
Week6
Week7
Week8
Week9

11. E. Budget Planning
List the budget estimate, by task, that is estimated to complete
this project. Include personnel, contractor, equipment, and
other associated costs required to complete all project
deliverables. Note: much of this information can be generated
via a PM too such as MS Project as a byproduct of the project
schedule. (Totals must be updated manually - Click Update
Fields button on PMM Toolbar.)
Project Task
Labor
Hours
Labor
Cost / Hr
Material
Cost
Travel
Cost
Other
Cost
Total per
Task

12. 0
$0.00
$0.00
$0.00
$0.00
$ 0.00
0
$0.00
$0.00
$0.00
$0.00
$ 0.00
0
$0.00
$0.00
$0.00
$0.00
$ 0.00
0
$0.00
$0.00
$0.00
$0.00
$ 0.00
0
$0.00
$0.00

13. $0.00
$0.00
$ 0.00
0
$0.00
$0.00
$0.00
$0.00
$ 0.00
0
$0.00
$0.00
$0.00
$0.00
$ 0.00
0
$0.00
$0.00
$0.00
$0.00
$ 0.00
0
$0.00
$0.00
$0.00
$0.00
$ 0.00

14. 0
$0.00
$0.00
$0.00
$0.00
$ 0.00
0
$0.00
$0.00
$0.00
$0.00
$ 0.00
0
$0.00
$0.00
$0.00
$0.00
$ 0.00
0
$0.00
$0.00
$0.00
$0.00
$ 0.00
0
$0.00
$0.00

15. $0.00
$0.00
$ 0.00
0
$0.00
$0.00
$0.00
$0.00
$ 0.00
0
$0.00
$0.00
$0.00
$0.00
$ 0.00
0
$0.00
$0.00
$0.00
$0.00
$ 0.00
0
$0.00
$0.00
$0.00
$0.00
$ 0.00

16. 0
$0.00
$0.00
$0.00
$0.00
$ 0.00
0
$0.00
$0.00
$0.00
$0.00
$ 0.00
0
$0.00
$0.00
$0.00
$0.00
$ 0.00
0
$0.00
$0.00
$0.00
$0.00
$ 0.00
0
$0.00
$0.00

17. $0.00
$0.00
$ 0.00
0
$0.00
$0.00
$0.00
$0.00
$ 0.00
Other:
0
$0.00
$0.00
$0.00
$0.00
$ 0.00
0
$0.00
$0.00
$0.00
$0.00
$ 0.00
Sub-Totals:

18. 0
$0.00
$0.00
$0.00
$0.00
Risk (Contingency)
0
$0.00
$0.00
$0.00
$0.00
$ 0.00
TOTAL (Scheduled)
0
$0.00
$0.00
$0.00
$ 0.00
F. Communication Planning
List the different project stakeholder categories (Project
Sponsor, Information Officer, Customer, Team Member).
Describe how they will receive project information (email,
project status meetings, sponsor meetings, etc.) and give the
frequency in which they will receive this information (daily,
weekly, bi-weekly, etc.).
Target Audience
Target Message /
Method
Frequency

19. Duration
Type
Name
Agenda

20. G. Quality Planning
Project / product quality is of paramount importance. This
section should detail how quality is being addressed.
Deliverable Acceptance Criteria
Describe Acceptance Criteria for deliverables as they are turned
over to the customer.
Applicable QA Activities
Define applicable Quality Assurance activities for the project
including test and acceptance processes and documentation.
H. Risk Planning
Describe any potential risks that may impact the schedule, cost,
or quality of the project or resulting projet deliverables. For
high impact / high probability risks, detailed mitigation plans
should be provided (as an attachment, if necessary).
#

21. Risk Description
Impact
Prob
Weight
Owner
Mitigation Plans

22. I. Signatures
The signatures of the people below relay an understanding in
the purpose and content of this document by those signing it.
By signing this document you agree to this as the formal Project
Plan.
Name/Title
Signature

23. Date