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High Level Project Plan Template Powerpoint

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High Level

Transcript: Distinctions ONLY NEED TO SHOW MOTIVATING FACTOR! 1. The totality of the circumstances surrounding my employment at TXU companies is part of the evidence 2. You have not covered the majority of my work at TXU, my time as a contractor has not been covered 3. In the entirety of my time at TXU I was never written up or evaluated poorly -- quite the opposite 1. replaced by 2 people 2. given a $50k raise ($25/hr) 3. manager requested KForce give me a bonus 4. asked back 3 times 5. offered job multiple times (Natalie, Linda) 4. Model corporate citizen, even more so as an employee 1. Like Family poster 2. Various PR events - Mayor, 4 Seasons 3. United Way chair 4. WR Marathon Relay 5. Meals on Wheels 5. Aug 30 - Sunday phone call changed everything - sealed my doom 1. Jim Grant was my superior or customer the entire time (100% influence!) 6. Sept 1 - Abusive meeting - went to HR - truly scared 1. Led to a meeting where a PIP was waved "be careful or you'll find yourself under one of these" 7. Jan 2010 - Workload increased dramatically 1. Bury alive comments from Lisa - Overload to make me resign 2. Over 40 hours per month of additional work 3. Feb made to take a vacation day to take son to doctor, offered to make up time and told no, Wang continues to remove ability to perfrom caregiver duties 9. Mid-April - Second abusive meeting by Jim Grant 1. Had a choice - go to HR or leave dept - felt had no other choice 2. April 20 - Tell Wang applying for another position 3. April 22 - Wang retaliates by starting process for PIP 4. PIP shuts down opportunities to leave dept (retaliation, pretext) 10. Documented EVERYTHING - HR turned a blind eye 1. With Carrie Kirby - "Shit Happens" alone should have warranted an investigation 2. During the Appeal - understood discrimination, retaliation, harassment and made HR aware - blind eye again 3. Simply told "no comparator" by Brian Hinton and dismissed 4. Grant had influence entire time, also during PIP 5. Good reviews, no indication of performance issues putting me on the edge of a PIP HUGE AMOUNT OF CIRCUMSTANTIAL EVIDENCE CAN'T COVER IT ALL 1. What to do if they ask about May 10 email and specifics? Questions for Bill Important things to get in 1. FLOORED to get a PIP for performance reasons, Performance was never an issue!! There is no proof that performance was an issue, it was ALL MADE UP after I told Wang I was going to leave!! 2. Continually bring up - HE DIDN'T TREAT MEN LIKE THIS 1. The "totality of my employment" is evidence 2. "They will bury you alive, dig you back up and bury you again" comment from Lisa in Jan 2010 3. "They are trying to make you quit" comment from Lisa in Feb 2010 4. Hand in face 5. Directors meeting where Jim Grant says "Roxanne is not going to make it" Was told the first week of PIP, Directors meeting occurred just prior to PIP 6. Wang says I will not pass PIP before it is complete, schedules a meeting with HR before last meeting with me!! 7. Clarify Sunday call 8. Clarify abusive meeting 9. Marcia - you are distracting me, pleasae act normal 10. Another errata sheet? "I choose to retain all my rights applicable under law" 11. I AM PASSIONATE BECAUSE I AM SPEAKING FOR WORKING MOTHERS EVERYWHERE AND THE ISSUES THEY FACE EVERY DAY What evidence do you have?

High Level Plan

Transcript: The system will be in all patient care areas of the hospital including to the patient portal, labs, radiology and physician office. The EHR will be used by all clinical disciplines and ancillary staff including physicians, nurses, physical therapists, nutritionists, housekeeping personel and administrative staff The scope of this EHR project will include the following applications: - -CPOE (Computerized Physician Order Entry) -Clinical documentation -Clinical messaging -Results reporting -Clinical decision support -Claim Scrubbers Bulk scan rest: Retrievable subcategories Consults Imaging/Diagnostic Tests Lab/Micro Progress Notes Physical Exams Alternative Solutions Create Office Champions (Physician, RN, etc.) Incorporate the EHR Vendor On-site Training and Support Create Office Superusers Migration: Project Scope Who? Project Manager - Group 5 Physicians RN’s and MA’s Ancillary Staff Stakeholders EHR Vendor Billing: What is the time frame for implementation? 6 - 8 months -Training Time -Migration Time -Dip in productivity When? Derek Ensign, Chris Saenz, Turab Syed, Charles Sisemseghan, Jessica White Questions? Project Charter Roll out: 6-8 month period Training: 3, 3, and 4 Pulling staff from other areas High Level Plan Risk Concerns Change Management (Resistance) Employee Buy-In Training Time Productivity Loss Who? Why? PRODUCT FEATURES The implementation will begin with a kick off meeting of all staff on Monday July, 20th 2015 at 9:00am. It is anticipated that the implementation will take 6-8months beginning July 20th 2015 and concluding with a go live on the EHR software on February 28th 2016 Project Scope Goal: Minimize all revenue management risk Current billing system to be interfaced on back end Negotiated to be tasked to vendor Massive preload started 3 months prior to go live (all pts seen last yr) Discretely scan: All billing info Clinical data 90% used: vitals, allergies, probs, meds Last 3 progress notes Who? Change Management Focus and Support Circulating Champions: Physician, RN & Admin 1st 2 months after go-live Assistance with: point-of-care coding documentation workflow management RN assigned to final sweep at time of next appt All charts to be shredded after final sweep Goal: Once in, all in-No paper after electronic! Catch up "Admin Day" for all staff every Friday First 6 months Vendor rep on site for assistance To ensure Meaningful Stage 1 and 2 Increase efficiency Reduce errors Financial Penalties Keep up with everyone else Implementing an EHR for a 10 Physician Clinic Who? Areas of Focus Achieve Complete Buy-In Staff Experienced in EHR Implementation Ensure Proper Training and Support Reduced Productivity Mitigation

High Level Project Plan Presentation

Transcript: High Level Product Plan Objective Objective Develop an effective communication software for upward and lateral communication within 10 days time. For the purposes of this plan, the Technical Managing team (estimated to be 10 people) are available, there is a 10 day deadline for the project, and the budget is indefinite. The 10 day deadline will be broken down into three phases: two days for the first phase, five days for the 2nd phase, and three days for the final phase. Development timeline We will work closely with the development (or product) team to come up with a software extension that will allow our user group to access a separate ticketing system specially tailored for the purposes of communication with different departments, and higher level management. For a period of two days, there will be a gathering of feedback and data regarding the common pain points experienced by the team when attempting to communication intercompartmentally, and with upper level officials. Live demonstration over Zoom to get our user’s real reception and see the software at use real-time. testing of the effectiveness of the model and address any oversights or minor bugs that can be improved upon As project manager, I will further review and vet the feedback to determine what is actionable Development timeline Key Goals Key Goals To create a better communication system between the departments at Upguard that centers our user's pre-existing concerns and pain points To show our users we value their perspectives and wants in a way that isbeneficial to both the user and the organization

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