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Pre-employment screening will help your organization avoid costly hiring mistakes. Minimize cost of theft, violence, absenteeism and improve hiring. PIA - Pre- Employment Screening Program (PSP)DEPARTMENT OF TRANSPORTATIONFederal Motor Carrier Safety Administration (FMCSA)PRIVACY IMPACT ASSESSMENTPre- Employment Screening Program (PSP)April 1. TABLE OF CONTENTSOverview of FMCSA privacy management process for PSPPersonally Identifiable Information (PII) and PSPWhy PSP collects information. How PSP uses information. How PSP shares information. How PSP provides notice and consent. How PSP ensures data accuracy. How PSP provides redress. How PSP secures information. How Long PSP Retains Information. System of Records. The mission of the Federal Motor Carrier Safety Administration (FMCSA), an Operating Administration within the U. S. Department of Transportation (DOT), is to reduce crashes, injuries, and fatalities involving large trucks and buses (motor carriers). To carry out its safety mandate, FMCSA partners with stakeholders including Federal, State, and local enforcement agencies; the motor carrier industry; safety groups; and organized labor on efforts to reduce crashes involving motor carriers. Since the first step towards reducing accidents is to understand them, FMCSA collects and maintains motor carrier and commercial driver safety data as well as a national inventory of motor carriers and shippers subject to Federal Motor Carrier Safety Regulations (FMCSR) and Hazardous Materials Regulations (HMR). Code, Section 3. 11. To comply with the statute, FMCSA has established the Pre- Employment Screening Program (PSP).
The PSP provides authorized motor carriers and validated commercial motor vehicle (CMV) drivers (operator- applicants) rapid, electronic access to driver crash and inspection data for the purposes of conducting pre- employment screening. The DOT/FMCSA privacy management process is built upon a methodology that enables DOT/FMCSA to effectively protect Personally Identifiable Information (PII) while allowing FMCSA to achieve its mission. The methodology includes the following. The Privacy Act requires each agency to publish in the Federal Register a System of Records Notice (SORN) identifying and describing each system of records the agency maintains, including the purposes for which the agency uses PII in the system, the routine uses for which the agency discloses such information outside the agency, and how individuals to whom a Privacy Act record pertains can exercise their rights under the Privacy Act (e. The PSP SORN was published in the Federal Register on March 8, 2. F. R. Neither NIC, nor any subsequent PSP contractor, is authorized to provide data from the PSP system to any persons other than motor carriers conducting pre- employment screening and commercial drivers seeking a copy of their own safety data. The PSP system only allows commercial drivers to access their own data and motor carriers to access an individual operator- applicant's data if the motor carrier certifies that the data is for pre- employment screening and that it has the operator- applicant's written consent to obtain the data. DOT/FMCSA performs audits of the PSP contractor to ensure that performance, privacy, and security objectives are met. Each month, FMCSA provides the PSP contractor with an updated MCMIS data extract containing driver crash data from the previous five (5) years and inspection data from the previous three (3) years. This MCMIS extract is used to create a driver profile known as the Driver Information Resource (DIR). Results of a background check. Pre-employment screening refers to the process. The Benefits of Pre-employment Screening By Alan Kinsey Vice President. The program should contain the following elements: 1. USA Swimming has identified nationally-recognized companies that can assist clubs with fulfilling the required and recommended components of the Pre-Employment Screening program. These companies are accredited consumer. A driver's individual DIR is located and verified in MCMIS by using. The PSP system also contains PII from the financial database maintained and operated by FMCSA's current PSP contractor NIC to process fees charged to motor carriers and/or commercial drivers (operator- applicants). Records in the NIC financial database include the following types of encrypted (in some cases truncated) PII. PSP does not share any data with any other DOT/FMCSA systems. The PSP database also includes records of access and transactions conducted over the PSP website when motor carriers and operator- applicants request driver information. These transaction records provide historical data of PSP usage by motor carriers and operator- applicants and facilitate accounting and compliance audits of the PSP by appropriate DOT/FMCSA officials. Records in the PSP transactional database include the following types of encrypted PII. The only PII that PSP collects (i. WorkSteps is the industry leader in Pre Employment Screening, Physical Ability Testing, Job Analysis, Functional Capacity Evaluations and employee test exams. The Pre-Employment Screening Program (PSP) is a screening tool that allows motor carriers and individual drivers to purchase driving records from the Federal Motor Carrier Safety Administration's (FMCSA) Motor. The driver- identifying information is used to verify the driver's identity and locate his or her safety data in the MCMIS data extract. Collecting all the PII identifiers (date of birth, driver license number, and issuing state), in addition to driver name, ensures the accuracy of the response from PSP. Drivers may share the same name, but they are unlikely to share all PII identifiers. Collecting credit card data is necessary to provide a prompt payment mechanism for fees associated with access requests, which in turn allows NIC to rapidly respond to data requests. Documentation of access requests is necessary to provide an electronic audit trail for DOT/FMCSA and/or NIC personnel to use in performing checks of the PSP system and program. DOT/FMCSA uses PSP to make CMV driver crash and inspection data readily accessible to authorized motor carriers and validated CMV drivers (external users) for their pre- employment screening purposes. DOT/FMCSA employees and contractor personnel use the credit card information and access transaction records in PSP to administer external users' access requests and collect fees from them, audit the PSP system and program, and provide system support and maintenance. DOT/FMCSA shares information from PSP with the following users or systems outside DOT/FMCSA. Lexis- Nexis) to verify and validate the operator- applicant's identity by querying the driver to provide additional information or by responding to identity- specific questions. After a driver has been validated, NIC submits the credit card information to a credit card processor Electronic Clearing House Inc for payment processing. The process by which a CMV driver or motor carrier obtains a driver's DIR is as follows. This information forms the basis of the DIR request. After receiving the request, the PSP system compares the individual driver's CMV information with CMV drivers in the MCMIS extract. When the PSP locates an individual driver's safety information in the MCMIS extract, the PSP system generates an individual driver's DIR for delivery. The CMV driver or motor carrier must click the hyperlink, which returns the driver or motor carrier to the secure PSP website. Once there, the CMV driver or motor carrier enters the unique user identification and password that was previously furnished by NIC. When the user identification and password are entered and accepted by PSP, the DIR may be viewed or printed by the requestor. CMV drivers do not provide consent for their crash and inspection data to be include in PSP; inclusion of their safety information in PSP is mandated by statute (4. U. S. C. Further, the source of the information is the MCMIS database, which receives it from accident reports and inspection reports (not from the drivers themselves). Although drivers do not provide consent for their crash and inspection data to be included in PSP, drivers must provide written consent for that information to be disclosed from PSP to a motor carrier for use in conducting pre- employment screening. The request and consent process is as follows. No motor carrier is allowed access to commercial driver safety data in PSP without first entering into an agreement with NIC. The account holder agreements contain the requirements of the PSP system. The account holder agreement may be viewed at www. To ensure the driver's written consent was obtained, the motor carrier must certify for each request, under penalty of perjury, that the request is for pre- employment screening purposes only and that written consent of the operator- applicant has been obtained. Additionally, per the terms of the account holder agreement, motor carriers are required to maintain all signed, written consent forms for five (5) years. Motor carriers who use the PSP system are subject to random audits by NIC and NIC will be routinely audited by DOT/FMCSA to ensure compliance with the contract all applicable Federal laws and regulations, including the Privacy Act and the applicable sections of the Fair Credit Reporting Act (FCRA; 1. U. S. C. 1. 68. 1 et seq.) Further, NIC provides users routine advisory statement that unauthorized use of the PSP system is strictly prohibited and that authorized motor carriers could be subject to criminal, civil or administrative sanctions under 1. U. S. C. 1. 00. 1 for misuse or abuse of the PSP system. The PSP has an accurate privacy policy that contains all the sections required by the E- Government Act of 2. All other PII that PSP collects (DIR profile information identifying the driver whose safety information is requested to be accessed, and credit card information for payment of the fee) is provided voluntarily by the driver and the credit card holder. The only consequence of not providing the information is inability to use PSP to obtain the requested safety information. Drivers and who do not wish to obtain their safety information from PSP have the option to obtain it by submitting a Privacy Act request to FMCSA; motor carriers have the option to submit a FOIA request for the information. NIC is not permitted to alter or modify the MCMIS data. Under the provisions of the Privacy Act and FOIA, individuals may request searches of PSP to determine if any records have been added that may pertain to them. This is accomplished by sending a written request directly to. The PSP website provides a link to the FMCSA . Drivers may use Data. Qs to challenge safety information in their driver profile (DIR). After a challenge has been properly submitted, Data. Good human resource management starts with hiring good employees. Furthermore, accurate, compliant, and complete pre- employment screening is an essential part of any successful hiring process – and for good reason. One of the biggest risks a business has can be the people it puts on its payroll. This white paper on pre- employment screening examines hiring risks and how employers can assess the value of their pre- employment screening efforts. Pre- Employment Screening Can Help Protect Your People and Your Business ADP’s 2. Screening and Selection Index, based on aggregate data from 6. ADP, provides a compelling look at the real- and- present danger posed by hiring risks. A macro- level review of all background checks showed: 4. Nearly one out of 1. The index also reviewed the screened records of job applicants across eight industries revealing some compelling examples: The Business Services industry had the fewest number of previous workers’ compensation claims (2%), while the Hospitality industry had the highest (2. Hospitality industry and Auto Dealer records had the greatest variances in reference check information (6. The Construction, Hospitality, and Retail industries had the most results reflecting a criminal record over the previous seven years (9% each). An accurate and compliant pre- employment screening program is the best defense an employer has against making a bad hire. The question is: Should you manage pre- employment screening in- house – exclusively with internal resources – or outsource it? You Can Choose to “Build” or “Buy” a Pre- Employment Screening Solution. Although pre- employment screening is regulated by federal and state agencies, the choice is yours about how you will execute your screening strategy – via an in- house program or outsourced background checks. Here are some indicators that can affect your decision. Employers that like total control and desire maximum convenience for all internal functions (core and noncore) usually prefer an in- house pre- employment screening solution – one built, supported, and managed with in- house resources. However, total ownership comes with its risks. An in- house staff essentially operates without a safety net. Keeping abreast of applicable laws and regulations is a constant task. Software can fail and cause a compliance issue. Your staff may fail to detect information about a candidate who shouldn’t be hired . Late discovery of a hiring error might result in either a negligent hire lawsuit or, conversely, legal action for wrongful termination. Employers that typically minimize investments in systems, software, and staffing for a noncore overhead function, such as pre- employment screening, are more likely to outsource. Buying a screening service from a vendor, under some subscription or usage agreement, transfers much of the burden of system or program ownership to the provider. An ideal arrangement would have the service provider squarely in charge of managing system operation, performing technological upgrades, and keeping the solution up- to- date. Using the services of a qualified screening provider might also offer your organization limited legal immunity from some screening risks. As you oversee your organization’s approach to pre- employment screening, you will want to be sure to incorporate these practices into your screening solution. This white paper provides a handy checklist of key steps and required actions for a complete and compliant pre- employment screening process. Potential bad hires are out there. That’s why it is vital for business owners and HR managers alike to identify them early. Your best defense may be an effective pre- employment screening solution. 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Discover more music, gig and concert tickets, videos. Iowa - 10th Anniversary Edition is a Studio Album by Slipknot released in 2011. Slipknot - Iowa (2001). Iowa (2001) From Slipknot Download (90MB) NO PASSWORD!! Share to Twitter Share to Facebook Share to Pinterest. Timeline for Implementing a Lactation Support Program. Month 1 Initial Program Planning. Timeline for implementing a lactation support program. East during the previous 3 month period. Proposal for “Employee of the Quarter Program”. Tips and resources on how to get started with an Employee of the Month program from in NC, leaders in Employee Recognition Programs throughout the US and Canada. Earlier we discussed the importance of implementing an Employee. Lorain County Community College Keys to Excellence Employee of the Month Program. Employee assistance program - Wikipedia, the free encyclopedia. An employee assistance programs (EAP) is an employee benefit program that helps employee assist with personal problems and/or work- related problems that may impact their job performance, health, mentally and emotionally well- being. EAPs generally offers free and confidential assessments, short- term counseling, referrals, and follow- up services for employees and their household members. EAP counselors also work in a consultative role with managers and supervisors to address employee and organizational challenges and needs. Many corporations, academic institution and/or government agency are active in helping organizations prevent and cope with workplace violence, trauma, and other emergency response situations. There are variety of support programs for the employees even though the EAPs are mainly aimed at work- related problems but will also assist employees with problems outside of the workplace.
Implementing An Employee Of The Month ProgrammerEAPs have grown over the years, and are more desirable economically and socially. During a time when drinking on the job was the norm, it also began to affect job performance and productivity. This would become a major issue for the industrial industry and would become the main focus for correction with job- based alcoholism programs. By 1. 93. 9, the Alcoholics Anonymous (AA) movement had begun to spread throughout the Midwestern and Northeastern United States. This would be the start of the EAP movement. Businesses also began to see the effectiveness of the programs with the rehabilitation of their workers and the rise of production. The thought then began what other types of problems this program could help. Taking shape. This would broaden the program to not just deal with alcoholism but also, family and marriage problems, emotional problems, financial problem, legal problems, and other problems including drug use. Hughes felt that there was a great lack of federal and state involvement in the treatment of alcoholism. In 1. 97. 0, Congress would pass the Federal Comprehensive Alcohol Abuse and Alcoholism Prevention Treatment and Rehabilitation Act creating the National Institute on Alcoholism and Alcohol Abuse (NIAAA). States would then soon begin to follow suit and denounce public intoxication and began treating alcoholism as a disease. The NIAAA priority would be to begin researching and treating alcoholism. They were also focused on providing states with grants to hire and train EAP specialist. In the 1. 97. 0. They did this by distributing information, giving conferences and seminars, increasing the knowledge of professionals and the community. Implementing An Employee Of The Month Program ComcastA number of treatment centers would also grow after the passing of the Hughes Act. These centers have EAP specialist on site to help in the rehabilitation processes. It is not known the exact amount of treatment centers in the United States. Economic crisis cutbacks. During this time, the government was forced to create cutbacks for programs. This would cause for mental health public agencies, treatment centers, and private counseling firms to survive by partnering with industry wanting to enter the EAP field. This though would also cause the effectiveness of the programs to come into question. The cutbacks began to affect the training of the EAP specialist and their effectiveness. The situations of workers also began to change at this time. People were also having to wait in lines, and were having to search for work due to the crisis. Post September 1. With events occurring nationally and around the world has caused for EAPs to rise and the need for them greater in the United States. EAPs have also been affected by technology, terrorism attacks, natural disasters, disabilities act, and workplace violence. Proponents, however, argue that the consistency of positive findings across studies in different service sectors denote at least some positive effect of programs, even if the most effective components of such programs have not been determined. If an appointment with a medical professional or counselor is necessary, the employee can arrange to see one in just a few days. Because the employee can call anytime, she does not have to worry about calling from a work phone. You may also be able to minimize the cost of your health insurance plan, because employees can use the EAP to ward off stress- related illnesses, meaning fewer trips to the doctor. Benefits of EAP are: Direct Access: Employees call the psychologist's office directly. Quick Response: The first counseling session occurs within a few days, and a crisis is dealt with immediately. Professional: Counselors have their Doctorate degree in clinical psychology, and are experts in human behavior. Confidentiality: The employer never knows who uses the service. Off- Site: Counseling takes place at the Psychologist's office. Direct Treatment: Referrals are made only when the patient requires another specialist or long- term care. Appropriate Coverage: 2. Service. EAP counselors typically provide assessment, support, and referrals to additional resources such as counselors for a limited number of program- paid counseling sessions. The issues for which EAPs provide support vary, but examples include: An EAP's services are usually free to the employee and their household members, having been prepaid by the employer. In most cases, an employer contracts with a third- party company to manage its EAP. Some of these companies rely upon other vendors or contracted employees for specialized services to supplement their own services, such as: financial advisors, attorneys, travel agents, elder/child care specialists, and the like. This is a specialty license for psychological services and is mandated by the Knox- Keene Health Care Service Plan Act of 1. The state's Department of Managed Health Care regulates these licensed plans and assists consumers with regard to grievances, access to quality care, and ensuring that the EAP has an appropriate level of tangible net equity to deliver services to plan members. Title 2. 8, Rule 1. California Code of Regulations allows EAPs without a Knox- Keene license to request an exemption if they solely refer callers to external services and do not provide the actual services themselves. Each Federal Executive Branch agency has an Employee Assistance Program (EAP). An EAP is a voluntary, confidential program that helps employees (including management) work through various life challenges that may adversely affect job performance, health, and personal well- being to optimize an organization's success. EAP services include assessments, counseling, and referrals for additional services to employees with personal and/or work- related concerns, such as stress, financial issues, legal issues, family problems, office conflicts, and alcohol and substance abuse. EAPs also often work with management and supervisors providing advanced planning for situations, such as organizational changes, legal considerations, emergency planning, and response to unique traumatic events. Some of those aspects that we will be focusing on are: the improvement of productivity and employee engagement, improving employees. One of the largest military employee assistance organizations is Military One Source. Military One Source offers both services directly to service members and their families, but can also help send people to places in the community if there is a specific need. If someone is in need of assistance and is: an active duty service member, family member of a service member, a veteran, or family member of a veteran, they can find additional information about the assistance programs offered by Military One Source on their website. In the last couple decades military employee assistance programs have expanded greatly. What started as alcohol assistance programs has grown to help people with financial issues, physical health, family health, and since 2. Post Traumatic Stress Disorder (PTSD), and Traumatic Brain Injuries (TBI). There are several programs for families, and increasing assistance for dual military families, families in which both spouses are active duty military, as they have grown dramatically in number. Financial programs have been expanded as well, as payday loan establishments grew in popularity in the 2. The Navy- Marine Corps Relief Society (NMCRS), is a program started by military members to help other members that have fallen into debt, and has expanded to also help service members reach educational goals. This society has helped many service members, as a service member can borrow up to 3. The Navy- Marine Corps Relief Society has helped many members of the military when unforeseen problems arise. More information on the Navy- Marine Corps Relief Society can be found at: www. One of the largest veteran employee assistance programs is the Veterans Affairs (VA). The VA provides a variety of services to veterans including: health care, education assistance, transitional housing assistance, mental health, financial assistance, women veterans assistance, and career search assistance. The Veteran Affairs is a nationwide system that offers their services to all veterans who attained any discharge other than dishonorable. More information on Veterans Affairs can be found at: www. See also. Employee assistance programs. Retrieved (accessed April 1. Richard, Michael A., William S. Hutchison, and William G. Employee Assistance Programs: Wellness/Enhancement Programming. Springfield: Charles C Thomas, e. Book Collection. External links. How to select the Employee of the Month. Not too long ago we weighed the pros and cons of having an Employee Of The Month Program and got some great feedback from our audience. Within that feedback we were asked to go into more detail on how you can design your own Employee of the Month Program. Here it is: Your step- by- step guide to selecting the Employee of the Month. Set up your main HR objective. An Employee of the Month Program is great to boost employee engagement and workplace happiness. But if it is to succeed, you have to build it starting from an HR objective. It could be employee retention, employee engagement, productivity or employee advocacy. Let’s say your most important objective right now is employee retention. Your Employee of the Month Program will be designed as a supporting activity to reach that objective. If the program is not correlated with your business objectives, it will be a costly initiative that will not bring any visible results. You’ll feel like you wasted your time and money on some useless polls and giveaways. You can download our free white paper on creating an engaging employee experience using people analytics to get some pointers in that direction. If you’re planning on implementing an Employee of the Month Program, you’ll also need someone in charge, someone to coordinate the program, gather votes, compile and present the information. Create the voting system. Answer these main questions: Who can vote? How many votes does one person have? How often will people vote?*What’s the voting criteria? I’ve left the most important element of the voting system last because it requires a bit more information. First of all, depending on your company culture and values, you need to decide who gets to weigh in on these criteria. If your work environment is a collaborative one, I suggest inviting everyone to debate and decide the final voting criteria. You could propose your company values as the main voting criteria and see if there are any other relevant behaviors you’d like to encourage, going back to your HR objective. Remember, your main goal is to support that objective, that’s why you want these criteria to reflect your main drivers for that particular objective. In our example, if you’re looking to boost employee retention, your criteria could include: work involvement, being a reliable team member, demonstrating the company values, supporting innovation etc. If your objective is performance your criteria will target sales numbers, revenues and proactivity. Set the rewards. The final part of the system is the reward mechanism. An Employee of the Month Program can act as a great engagement driver for your team, bringing into focus people’s achievements, their growth and encouraging a sense of community through peer recognition. You can offer financial rewards or non- financial rewards, or even both, for those chosen Employee of the Month. The best rewards are the ones that are best for your team. So ask them! Listen to your employees, find out how they feel and come up with rewards that will bring value to your program. Diplomas might work for some teams, tech gadgets for others. Different companies have different needs. Follow- up. You’ve set up your system. Now you need to make sure it’s building up to your HR objective and keeping employees engaged. Get employee feedback on how the system works, possible improvements and its impact. Assess its ROI by tracking and measuring results over time and revisiting the objectives you’ve set every couple of months. Bottom- line. Start off by deciding if this is a program that might work in your company. If you think it fits your needs, follow the steps above and create an Employee of the Month Program to support your HR objectives. Feel free to get creative and involve your team in designing this program. Let us know how it went! We’d love to find out your Employee of the Month story! Your email address is private, we will not sell, rent or disclose it to third parties. By submitting your email address, you agree to receive emails on relevant topics from Hppy. Image via Stock. Snap. |
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April 2017
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