This document provides an overview and agenda for a NEOGOV user conference. It introduces the goals of networking, discussing trends, learning about new NEOGOV features, and increasing confidence in using the NEOGOV system. It then provides details about NEOGOV, including its mission, customers, and products. The remainder of the document outlines upcoming enhancements to NEOGOV's Online Application, Insight, Onboard, and Perform modules. It concludes with taking questions from attendees.
This document outlines the agenda and goals for a NEOGOV user roundtable meeting. The agenda includes introductions, a product overview and demonstration of new features, and a discussion period. The goals are to network, discuss trends, see new NEOGOV enhancements, and increase confidence in using the system. NEOGOV is an applicant tracking and HR software provider used by over 1,200 public sector agencies. Recent enhancements include improved online applications, a streamlined Insight menu, and new features for performance evaluations, onboarding checklists, and requisitions.
QuestBack is a European provider of enterprise feedback management software. It was founded in Norway in 2000 and has over 3,000 customers in more than 50 countries. QuestBack's software allows customers to collect, analyze, and act on feedback from stakeholders to improve relationships. It provides templates, tools for knowledge transfer, and functionality that links feedback collection to actions taken in response.
QuestBack is a European leader in enterprise feedback management. It was founded in Norway in 2000 and has grown significantly since then. It now has over 3,000 customers in over 50 countries. QuestBack's software allows customers to collect, analyze, and act on feedback from stakeholders to improve relationships. It provides easy-to-use online tools for surveys, analytics, and process management to help organizations incorporate feedback into decision-making.
Online job placement system project report.pdfKamal Acharya
Our project Expert.Com Job Placement System has been designed to help the millions of unemployed youth to get in touch with the major companies which would help them in getting the right kind of jobs and would also help the companies to get the appropriate candidates for appropriate jobs.
Bhupesh S. Rajput is a software engineer with over 4 years of experience developing client/server applications using technologies like ASP.NET, C#, MVC 4, SQL Server, and JavaScript. He has expertise in web development, database management, and quickly learning new technologies. He is seeking new opportunities to continue enhancing his skills and contributing to successful projects.
Mh0053 – hospital & healthcare information managementsmumbahelp
Dear students get fully solved assignments
Send your semester & Specialization name to our mail id :
“ help.mbaassignments@gmail.com ”
or
Call us at : 08263069601
(Prefer mailing. Call in emergency )
Mh0053 – hospital & healthcare information managementsmumbahelp
Dear students get fully solved assignments
Send your semester & Specialization name to our mail id :
“ help.mbaassignments@gmail.com ”
or
Call us at : 08263069601
(Prefer mailing. Call in emergency )
This document outlines the agenda and goals for a NEOGOV user roundtable meeting. The agenda includes introductions, a product overview and demonstration of new features, and a discussion period. The goals are to network, discuss trends, see new NEOGOV enhancements, and increase confidence in using the system. NEOGOV is an applicant tracking and HR software provider used by over 1,200 public sector agencies. Recent enhancements include improved online applications, a streamlined Insight menu, and new features for performance evaluations, onboarding checklists, and requisitions.
QuestBack is a European provider of enterprise feedback management software. It was founded in Norway in 2000 and has over 3,000 customers in more than 50 countries. QuestBack's software allows customers to collect, analyze, and act on feedback from stakeholders to improve relationships. It provides templates, tools for knowledge transfer, and functionality that links feedback collection to actions taken in response.
QuestBack is a European leader in enterprise feedback management. It was founded in Norway in 2000 and has grown significantly since then. It now has over 3,000 customers in over 50 countries. QuestBack's software allows customers to collect, analyze, and act on feedback from stakeholders to improve relationships. It provides easy-to-use online tools for surveys, analytics, and process management to help organizations incorporate feedback into decision-making.
Online job placement system project report.pdfKamal Acharya
Our project Expert.Com Job Placement System has been designed to help the millions of unemployed youth to get in touch with the major companies which would help them in getting the right kind of jobs and would also help the companies to get the appropriate candidates for appropriate jobs.
Bhupesh S. Rajput is a software engineer with over 4 years of experience developing client/server applications using technologies like ASP.NET, C#, MVC 4, SQL Server, and JavaScript. He has expertise in web development, database management, and quickly learning new technologies. He is seeking new opportunities to continue enhancing his skills and contributing to successful projects.
Mh0053 – hospital & healthcare information managementsmumbahelp
Dear students get fully solved assignments
Send your semester & Specialization name to our mail id :
“ help.mbaassignments@gmail.com ”
or
Call us at : 08263069601
(Prefer mailing. Call in emergency )
Mh0053 – hospital & healthcare information managementsmumbahelp
Dear students get fully solved assignments
Send your semester & Specialization name to our mail id :
“ help.mbaassignments@gmail.com ”
or
Call us at : 08263069601
(Prefer mailing. Call in emergency )
Project DescriptionThe Course Project is simply the cumulative.docxwkyra78
Project Description
The Course Project is simply the cumulative result of completing labs 1 through 7. In lab 1, you will create a basic PayrollSystem Web application that represents a payroll processing website for a company. Each subsequent lab will add more features to this application. By the time you complete lab 7, you will have a finished Web application with a good deal of functionality. You will be able to log into your application, enter personnel records to be stored in a database, retrieve and display previously entered records, perform transactions, monitor user activity, and send e-mail notifications of errors.
After you complete lab 7, but before submitting the project, you should thoroughly test all the Web pages and the functionality added to the PayrollSystem website over all the labs. Also, review the feedback you have received from your instructor on the previous labs, and correct any deficiencies noted. After all problems have been fixed and everything from labs 1–7 works correctly, simply zip up the entire PayrollSystem website after completing lab 7 and submit it as your Course Project.
The following sections summarize the features you will add to the website each week. All of these features should be present and working in the Course Project in order for you to receive full credit.
See Syllabus/Assignments & Exams for due dates.
Week 1: "Annual Salary Calculator" ASP.NET Web Application
In this lab, you will create a simple ASP.NET Web application using Microsoft Visual Studio 2008 that displays the text "Hello, World" on the home page. You will also add a page and build an Annual Salary Calculator on that page. This will be used as the foundation for all subsequent labs.
Week 2: User Input Web Pages
In this lab, you will create an ASP.NET Web application main form containing a list of hyperlinks and images. You will also add a form with five text boxes and a Submit button. You will use the form to send information to a second form (which you will also create), where data from the first form will be displayed so it can be verified by the user.
Week 3: User Activity Monitoring
In this lab, you will save user activity data in a database. A record of each user's IP address and the current date and time will be created whenever a user visits the Personnel form. You will be able to view a list of all previous user activity records. You will add validation to the form added in Week 2 to validate the user input.
Week 4: Web Forms with Database Interaction
In this lab, you will start with the form created in Week 2 and add functionality to INSERT records into a database table and SELECT records for display to the user. You will also add a search feature to search for records to display.
Week 5: Transaction Processing
In this lab, you will add transaction processing to the database INSERT functionality from the previous week to make it operate more reliably. Changes to the database will be committed (made perma ...
The document describes the development of an iPad application called "Optimising Children's Outcomes" (OCO) aimed at teachers and educators to monitor students. It discusses conducting user research through questionnaires and interviews with teachers. Two key user types were identified: educators and parents. Use cases were developed for an educator emailing a student's progress report to parents, and adding a new student profile. A user-centered design approach was used involving requirements gathering, analysis, prototyping and testing. Design principles like Nielsen's heuristics and Pressman's principles were applied to the prototype. Testing was done on paper prototypes and a functional Axure prototype. Based on feedback, several interface elements were improved.
Neogov North Carolina Regional Users Group and Networking - September 2014FrankHolman
The document summarizes the agenda and topics for a meeting of the Town of Apex, NC regarding enhancements to their NEOGOV system. The agenda includes an overview of recent enhancements to the application and hiring processes, a discussion of how NEOGOV has helped their recruitment and onboarding, and a demonstration of the One-Step job posting and automatic candidate referral features.
QuestBack is a Norwegian company founded in 2000 that provides enterprise feedback management software and services. It has over 3,000 customers in more than 50 countries. The company's vision is to help businesses improve relationships with customers, employees, and other stakeholders by enabling them to collect, analyze, and act on feedback. A key feature is linking feedback collection (asking) with follow up actions (acting) based on the results. The software offers templates, customization options, reporting, and other tools to streamline the feedback process. Pricing is based on an annual subscription starting at 8,500 euros.
Boopathiraja_MCA_Software testing (Exp 5 years)boopathi raja
The candidate is seeking a position as a Software Test Engineer where they can help deliver projects on time and improve their skills. They have 5 years of experience testing software at Aon Hewitt, including testing back office interfaces, portals, and batch processes. Responsibilities include designing and executing test cases, database testing, mentoring others, and defect tracking. Previous experience includes testing management information and commercial management systems for 2 companies over 3 years. The candidate has an MCA and technical skills including Agile, Java, C#, Oracle, and testing tools like HPQC and Jira.
Essex County Essay Contest. Online assignment writing service.Melissa Lofton
The document describes the steps to request assignment writing help from HelpWriting.net:
1. Create an account with a password and email.
2. Complete a 10-minute order form providing instructions, sources, and deadline. Attach a sample if wanting the writer to imitate your style.
3. Review bids from writers and choose one based on qualifications, history, and feedback, then pay a deposit to start the assignment.
4. Review the completed paper and authorize full payment if satisfied, or request free revisions.
Pooja Suresh Gogawale is a Quality Assurance Engineer with over 1.5 years of experience in software testing. She currently works at IBM India Pvt. Ltd. and has also worked on projects for Metropolitan Life Insurance Company. Her skills include manual testing, mobile testing, and working with testing tools like QC 11.52 and SoapUI. She has experience testing various web and mobile applications in the insurance domain. Her objective is to work for a progressive organization where she can enhance her knowledge and skills in Quality Assurance.
IRJET- Analysis of Question and Answering Recommendation SystemIRJET Journal
This document discusses a literature review on question and answering recommendation systems. It analyzes various techniques used in QA systems including recommendation engines, identifying leading users, frequently asked question detection, and open information extraction. The review identifies the merits and limitations of different approaches to help develop an efficient QA system. Technologies considered for building the system are Flutter, machine learning, Flask, and Dart. The ideal process is identified to make the forum effective across devices.
The document describes an online college placement assistance system. It discusses how the system allows students to register profiles, apply for jobs, and facilitates communication between students and companies. Key features include allowing users to upload resumes, view company details and job opportunities, and receive notifications about recruitment drives. The objectives are to reduce paperwork, improve access and accuracy in the placement process. It outlines the hardware, software and technologies used such as ASP.NET, C#, and MS SQL Server. Use case diagrams and data flow diagrams are also included to visualize system interactions and data flows.
CUSTOMER CARE ADMINISTRATION-developer-2000 and oracle 9iAkash Gupta
This document discusses a project titled "CUSTOMER CARE ADMINISTRATION". The project aims to develop a system to handle all aspects of customer relationship management, including registering customer complaints, assigning complaints to agents for resolution, tracking complaint status, and generating reports. The system will use Developer 2000 for the front-end and Oracle 9i for the backend database. An analysis of the current manual system identified needs for the new automated system, including more efficient complaint handling, real-time complaint status visibility, and report generation for management.
The document summarizes an AppExchange session focused on the nonprofit, government, and education sectors. It includes two case studies of organizations using the AppExchange: Big Brothers Big Sisters and the Small Business Energy Alliance. Both organizations were able to address business and technology challenges through leveraging applications on the AppExchange like Papilia, Leverage Software, energyOrbit, and CrystalReports.com. The session also included a panel discussion on the AppExchange and a call for attendees to provide feedback.
Providing Highly Accurate Service Recommendation over Big Data using Adaptive...IRJET Journal
This document proposes an adaptive recommendation system to provide accurate service recommendations over big data. It combines content-based, item-based, and knowledge-based recommendation techniques using an adaptive collaborative filtering approach. The system aims to improve scalability, accuracy, and address cold-start problems. It uses clustering to group similar services together to reduce data size and improve recommendation accuracy. The system architecture includes administrative and visitor modules to manage products and provide recommendations respectively. Service recommendations are generated by matching users to similar neighborhoods based on item preferences.
The document proposes various research studies for Labaiik in 2021 to help achieve its business objectives. It outlines qualitative and quantitative studies including focus group discussions to understand user experiences and attitudes, usability testing to identify UX issues, and a brand tracking study using monthly online surveys to monitor key performance indicators. The results will provide insights into customer satisfaction, perceptions of Labaiik versus competitors, and feedback for improvements. Data will be analyzed using Qualtrics survey tools and dashboards to help optimize the app and user experience. Suggestions are also made for new app features.
This document describes a car driving school management system developed using PHP and MySQL. It aims to automate the traditional manual process of managing student enrollment, health exams, graduations, and assigning students, coaches and vehicles. The system will have administrative and user modules. Key features for administrators include managing packages, applications, payments, users and generating reports. Users can apply for training, check application status and update their profile. System requirements, use cases, class diagrams, ER diagrams and data flow diagrams are presented to outline the design and functionality of the management system.
This document is a request for information (RFI) from the University of Wisconsin-Madison Purchasing Services Department regarding an integration platform solution. The RFI provides background on UW-Madison's current integration tools and seeks information on vendors' products that could provide API management, integration capabilities, and support transitioning to a modern integration platform as a service (iPaaS). Vendors are asked to describe relevant product features, services, support models, and how their solutions might address UW-Madison's integration needs.
Running Header 1APPLICATION DEVELOPMENT METHODS2.docxrtodd599
Running Header: 1
APPLICATION DEVELOPMENT METHODS 2
Unit 1 Group Project
Application Development Methods
Group 4
John Holmberg, Sean Austin, Christian Dillon, Charles Williams, Matthew Serdy, Frank Opoku
April 10, 2019
IT487 – IT Capstone 1
Nolyn Johnson
Table of Contents
Section 1 - Overview of Company and Client Business Case 3
Section 2 - Application Requirement Elicitation Strategy 5
Section 3 - System Components and Design Requirements 7
Section 4 - Methodology for Application Development Process 8
Section 5 - Complete Features and Trade-off Analysis 10
Section 6 - Milestones and Deliverables Based on Date and Dependencies 11
Section 7 - System Architecture Aligned with System Requirements 12
Section 8 - Technical Design Document 13
Section 9 - Design Review Checklist 14
Section 10 - Testing and Deployment 15
References 16
Section 1 - Overview of Company and Client Business Case
The company Education Information Systems. (EiS) is an information and management company that specializes in the creation and care of large-scale educational information and technology systems. EiS has implemented and managed systems ranging from the pre-K to 12th year primary school systems, and is developing larger scale systems to facilitate collegiate, graduate and post graduate educational institutions. EiS is a privately held organization that has the primary focus of providing the best possible systems to help grow the educational sector. Previous clients have implemented system wide software replacement and upgrades. With a stellar track record of previous educational institutions, and references, EiS has completed all the projects on time, and within budgetary guidelines. All problem issues or negative feedback from clients were handled in professional and timely manner that resulted in a completely satisfied client.
Moving toward post high school educational institutions, EiS is working with an extremely talented development team to move into the graduate and post graduate sector with ease. With new projects being developed, and more clients, EiS also works to recruit the best talent in the development, and technical aspects of information technology.
The information system to be developed by EiS for the institution will allow for all student, and faculty to store, share, and secure data. Utilizing a web-based UI, the information will be easily accessed, with the proper credentials. Data can be shared among staff, and students with preferences designed to mitigate corruption of data, loss of information, especially personal and financial information. All faculty and staff can be added to the application via an admin portal and all security is designated there. All remote access to the application will require a 2 factor
authentication system for another level of security to ensure that the proper access protocols are being followed. All information that is stored will be designed to the student or faculty member, and kept throughout the .
This document provides an overview of building an information system. It discusses the various phases of developing an information system including initiation, development, implementation, operation and maintenance. It also covers strategic approaches like operational excellence, new products/services, customer intimacy, decision making, and competitive advantage. Key participants in system development are identified as stakeholders, users, managers, and specialists. The importance of information system planning and aligning goals with corporate objectives is also emphasized.
Building Meaningful Talent Communities with AI - Heather Pysklywec - SocialHR...SocialHRCamp
Speaker: Heather Pysklywec
Digital transformation has transformed the talent acquisition landscape over the past ten years. Now, with the introduction of artificial intelligence, HR professionals are faced with a new suite of tools to choose from. The question remains, where to start, what to be aware of, and what tools will complement the talent acquisition strategy of the organization? This session will give a summary of helpful AI tools in the industry, explain how they can fit into existing systems, and encourage attendees to explore if AI tools can improve their process.
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Project DescriptionThe Course Project is simply the cumulative.docxwkyra78
Project Description
The Course Project is simply the cumulative result of completing labs 1 through 7. In lab 1, you will create a basic PayrollSystem Web application that represents a payroll processing website for a company. Each subsequent lab will add more features to this application. By the time you complete lab 7, you will have a finished Web application with a good deal of functionality. You will be able to log into your application, enter personnel records to be stored in a database, retrieve and display previously entered records, perform transactions, monitor user activity, and send e-mail notifications of errors.
After you complete lab 7, but before submitting the project, you should thoroughly test all the Web pages and the functionality added to the PayrollSystem website over all the labs. Also, review the feedback you have received from your instructor on the previous labs, and correct any deficiencies noted. After all problems have been fixed and everything from labs 1–7 works correctly, simply zip up the entire PayrollSystem website after completing lab 7 and submit it as your Course Project.
The following sections summarize the features you will add to the website each week. All of these features should be present and working in the Course Project in order for you to receive full credit.
See Syllabus/Assignments & Exams for due dates.
Week 1: "Annual Salary Calculator" ASP.NET Web Application
In this lab, you will create a simple ASP.NET Web application using Microsoft Visual Studio 2008 that displays the text "Hello, World" on the home page. You will also add a page and build an Annual Salary Calculator on that page. This will be used as the foundation for all subsequent labs.
Week 2: User Input Web Pages
In this lab, you will create an ASP.NET Web application main form containing a list of hyperlinks and images. You will also add a form with five text boxes and a Submit button. You will use the form to send information to a second form (which you will also create), where data from the first form will be displayed so it can be verified by the user.
Week 3: User Activity Monitoring
In this lab, you will save user activity data in a database. A record of each user's IP address and the current date and time will be created whenever a user visits the Personnel form. You will be able to view a list of all previous user activity records. You will add validation to the form added in Week 2 to validate the user input.
Week 4: Web Forms with Database Interaction
In this lab, you will start with the form created in Week 2 and add functionality to INSERT records into a database table and SELECT records for display to the user. You will also add a search feature to search for records to display.
Week 5: Transaction Processing
In this lab, you will add transaction processing to the database INSERT functionality from the previous week to make it operate more reliably. Changes to the database will be committed (made perma ...
The document describes the development of an iPad application called "Optimising Children's Outcomes" (OCO) aimed at teachers and educators to monitor students. It discusses conducting user research through questionnaires and interviews with teachers. Two key user types were identified: educators and parents. Use cases were developed for an educator emailing a student's progress report to parents, and adding a new student profile. A user-centered design approach was used involving requirements gathering, analysis, prototyping and testing. Design principles like Nielsen's heuristics and Pressman's principles were applied to the prototype. Testing was done on paper prototypes and a functional Axure prototype. Based on feedback, several interface elements were improved.
Neogov North Carolina Regional Users Group and Networking - September 2014FrankHolman
The document summarizes the agenda and topics for a meeting of the Town of Apex, NC regarding enhancements to their NEOGOV system. The agenda includes an overview of recent enhancements to the application and hiring processes, a discussion of how NEOGOV has helped their recruitment and onboarding, and a demonstration of the One-Step job posting and automatic candidate referral features.
QuestBack is a Norwegian company founded in 2000 that provides enterprise feedback management software and services. It has over 3,000 customers in more than 50 countries. The company's vision is to help businesses improve relationships with customers, employees, and other stakeholders by enabling them to collect, analyze, and act on feedback. A key feature is linking feedback collection (asking) with follow up actions (acting) based on the results. The software offers templates, customization options, reporting, and other tools to streamline the feedback process. Pricing is based on an annual subscription starting at 8,500 euros.
Boopathiraja_MCA_Software testing (Exp 5 years)boopathi raja
The candidate is seeking a position as a Software Test Engineer where they can help deliver projects on time and improve their skills. They have 5 years of experience testing software at Aon Hewitt, including testing back office interfaces, portals, and batch processes. Responsibilities include designing and executing test cases, database testing, mentoring others, and defect tracking. Previous experience includes testing management information and commercial management systems for 2 companies over 3 years. The candidate has an MCA and technical skills including Agile, Java, C#, Oracle, and testing tools like HPQC and Jira.
Essex County Essay Contest. Online assignment writing service.Melissa Lofton
The document describes the steps to request assignment writing help from HelpWriting.net:
1. Create an account with a password and email.
2. Complete a 10-minute order form providing instructions, sources, and deadline. Attach a sample if wanting the writer to imitate your style.
3. Review bids from writers and choose one based on qualifications, history, and feedback, then pay a deposit to start the assignment.
4. Review the completed paper and authorize full payment if satisfied, or request free revisions.
Pooja Suresh Gogawale is a Quality Assurance Engineer with over 1.5 years of experience in software testing. She currently works at IBM India Pvt. Ltd. and has also worked on projects for Metropolitan Life Insurance Company. Her skills include manual testing, mobile testing, and working with testing tools like QC 11.52 and SoapUI. She has experience testing various web and mobile applications in the insurance domain. Her objective is to work for a progressive organization where she can enhance her knowledge and skills in Quality Assurance.
IRJET- Analysis of Question and Answering Recommendation SystemIRJET Journal
This document discusses a literature review on question and answering recommendation systems. It analyzes various techniques used in QA systems including recommendation engines, identifying leading users, frequently asked question detection, and open information extraction. The review identifies the merits and limitations of different approaches to help develop an efficient QA system. Technologies considered for building the system are Flutter, machine learning, Flask, and Dart. The ideal process is identified to make the forum effective across devices.
The document describes an online college placement assistance system. It discusses how the system allows students to register profiles, apply for jobs, and facilitates communication between students and companies. Key features include allowing users to upload resumes, view company details and job opportunities, and receive notifications about recruitment drives. The objectives are to reduce paperwork, improve access and accuracy in the placement process. It outlines the hardware, software and technologies used such as ASP.NET, C#, and MS SQL Server. Use case diagrams and data flow diagrams are also included to visualize system interactions and data flows.
CUSTOMER CARE ADMINISTRATION-developer-2000 and oracle 9iAkash Gupta
This document discusses a project titled "CUSTOMER CARE ADMINISTRATION". The project aims to develop a system to handle all aspects of customer relationship management, including registering customer complaints, assigning complaints to agents for resolution, tracking complaint status, and generating reports. The system will use Developer 2000 for the front-end and Oracle 9i for the backend database. An analysis of the current manual system identified needs for the new automated system, including more efficient complaint handling, real-time complaint status visibility, and report generation for management.
The document summarizes an AppExchange session focused on the nonprofit, government, and education sectors. It includes two case studies of organizations using the AppExchange: Big Brothers Big Sisters and the Small Business Energy Alliance. Both organizations were able to address business and technology challenges through leveraging applications on the AppExchange like Papilia, Leverage Software, energyOrbit, and CrystalReports.com. The session also included a panel discussion on the AppExchange and a call for attendees to provide feedback.
Providing Highly Accurate Service Recommendation over Big Data using Adaptive...IRJET Journal
This document proposes an adaptive recommendation system to provide accurate service recommendations over big data. It combines content-based, item-based, and knowledge-based recommendation techniques using an adaptive collaborative filtering approach. The system aims to improve scalability, accuracy, and address cold-start problems. It uses clustering to group similar services together to reduce data size and improve recommendation accuracy. The system architecture includes administrative and visitor modules to manage products and provide recommendations respectively. Service recommendations are generated by matching users to similar neighborhoods based on item preferences.
The document proposes various research studies for Labaiik in 2021 to help achieve its business objectives. It outlines qualitative and quantitative studies including focus group discussions to understand user experiences and attitudes, usability testing to identify UX issues, and a brand tracking study using monthly online surveys to monitor key performance indicators. The results will provide insights into customer satisfaction, perceptions of Labaiik versus competitors, and feedback for improvements. Data will be analyzed using Qualtrics survey tools and dashboards to help optimize the app and user experience. Suggestions are also made for new app features.
This document describes a car driving school management system developed using PHP and MySQL. It aims to automate the traditional manual process of managing student enrollment, health exams, graduations, and assigning students, coaches and vehicles. The system will have administrative and user modules. Key features for administrators include managing packages, applications, payments, users and generating reports. Users can apply for training, check application status and update their profile. System requirements, use cases, class diagrams, ER diagrams and data flow diagrams are presented to outline the design and functionality of the management system.
This document is a request for information (RFI) from the University of Wisconsin-Madison Purchasing Services Department regarding an integration platform solution. The RFI provides background on UW-Madison's current integration tools and seeks information on vendors' products that could provide API management, integration capabilities, and support transitioning to a modern integration platform as a service (iPaaS). Vendors are asked to describe relevant product features, services, support models, and how their solutions might address UW-Madison's integration needs.
Running Header 1APPLICATION DEVELOPMENT METHODS2.docxrtodd599
Running Header: 1
APPLICATION DEVELOPMENT METHODS 2
Unit 1 Group Project
Application Development Methods
Group 4
John Holmberg, Sean Austin, Christian Dillon, Charles Williams, Matthew Serdy, Frank Opoku
April 10, 2019
IT487 – IT Capstone 1
Nolyn Johnson
Table of Contents
Section 1 - Overview of Company and Client Business Case 3
Section 2 - Application Requirement Elicitation Strategy 5
Section 3 - System Components and Design Requirements 7
Section 4 - Methodology for Application Development Process 8
Section 5 - Complete Features and Trade-off Analysis 10
Section 6 - Milestones and Deliverables Based on Date and Dependencies 11
Section 7 - System Architecture Aligned with System Requirements 12
Section 8 - Technical Design Document 13
Section 9 - Design Review Checklist 14
Section 10 - Testing and Deployment 15
References 16
Section 1 - Overview of Company and Client Business Case
The company Education Information Systems. (EiS) is an information and management company that specializes in the creation and care of large-scale educational information and technology systems. EiS has implemented and managed systems ranging from the pre-K to 12th year primary school systems, and is developing larger scale systems to facilitate collegiate, graduate and post graduate educational institutions. EiS is a privately held organization that has the primary focus of providing the best possible systems to help grow the educational sector. Previous clients have implemented system wide software replacement and upgrades. With a stellar track record of previous educational institutions, and references, EiS has completed all the projects on time, and within budgetary guidelines. All problem issues or negative feedback from clients were handled in professional and timely manner that resulted in a completely satisfied client.
Moving toward post high school educational institutions, EiS is working with an extremely talented development team to move into the graduate and post graduate sector with ease. With new projects being developed, and more clients, EiS also works to recruit the best talent in the development, and technical aspects of information technology.
The information system to be developed by EiS for the institution will allow for all student, and faculty to store, share, and secure data. Utilizing a web-based UI, the information will be easily accessed, with the proper credentials. Data can be shared among staff, and students with preferences designed to mitigate corruption of data, loss of information, especially personal and financial information. All faculty and staff can be added to the application via an admin portal and all security is designated there. All remote access to the application will require a 2 factor
authentication system for another level of security to ensure that the proper access protocols are being followed. All information that is stored will be designed to the student or faculty member, and kept throughout the .
This document provides an overview of building an information system. It discusses the various phases of developing an information system including initiation, development, implementation, operation and maintenance. It also covers strategic approaches like operational excellence, new products/services, customer intimacy, decision making, and competitive advantage. Key participants in system development are identified as stakeholders, users, managers, and specialists. The importance of information system planning and aligning goals with corporate objectives is also emphasized.
Building Meaningful Talent Communities with AI - Heather Pysklywec - SocialHR...SocialHRCamp
Speaker: Heather Pysklywec
Digital transformation has transformed the talent acquisition landscape over the past ten years. Now, with the introduction of artificial intelligence, HR professionals are faced with a new suite of tools to choose from. The question remains, where to start, what to be aware of, and what tools will complement the talent acquisition strategy of the organization? This session will give a summary of helpful AI tools in the industry, explain how they can fit into existing systems, and encourage attendees to explore if AI tools can improve their process.
Accelerating AI Integration with Collaborative Learning - Kinga Petrovai - So...SocialHRCamp
Speaker: Kinga Petrovai
You have the new AI tools, but how can you help your team use them to their full potential? As technology is changing daily, it’s hard to learn and keep up with the latest developments. Help your team amplify their learning with a new collaborative learning approach called the Learning Hive.
This session outlines the Learning Hive approach that sets up collaborations that foster great learning without the need for L&D to produce content. The Learning Hive enables effective knowledge sharing where employees learn from each other and apply this learning to their work, all while building stronger community bonds. This approach amplifies the impact of other learning resources and fosters a culture of continuous learning within the organization.
Start Smart: Learning the Ropes of AI for HR - Celine Maasland - SocialHRCamp...SocialHRCamp
Speaker: Celine Maasland
In this session, we’ll demystify the process of integrating artificial intelligence into everyday HR tasks. This presentation will guide HR professionals through the initial steps of identifying AI opportunities, choosing the right tools, and effectively implementing technology to streamline operations. Additionally, we’ll delve into the specialized skill of prompt engineering, demonstrating how to craft precise prompts to enhance interactions between AI systems and employees. Whether you’re new to AI or looking to refine some of your existing strategies, this session will equip you with the knowledge and tools to harness AI’s potential in transforming HR functions.
Watch this expert-led webinar to learn effective tactics that high-volume hiring teams can use right now to attract top talent into their pipeline faster.
The Rules Do Apply: Navigating HR ComplianceAggregage
https://www.humanresourcestoday.com/frs/26903483/the-rules-do-apply--navigating-hr-compliance
HR Compliance is like a giant game of whack-a-mole. Once you think your company is compliant with all policies and procedures documented and in place, there’s a new or amended law, regulation, or final rule that pops up landing you back at ‘start.’ There are shifts, interpretations, and balancing acts to understanding compliance changes. Keeping up is not easy and it’s very time consuming.
This is a particular pain point for small HR departments, or HR departments of 1, that lack compliance teams and in-house labor attorneys. So, what do you do?
The goal of this webinar is to make you smarter in knowing what you should be focused on and the questions you should be asking. It will also provide you with resources for making compliance more manageable.
Objectives:
• Understand the regulatory landscape, including labor laws at the local, state, and federal levels
• Best practices for developing, implementing, and maintaining effective compliance programs
• Resources and strategies for staying informed about changes to labor laws, regulations, and compliance requirements
Becoming Relentlessly Human-Centred in an AI World - Erin Patchell - SocialHR...SocialHRCamp
Speaker: Erin Patchell
Imagine a world where the needs, experiences, and well-being of people— employees and customers — are the focus of integrating technology into our businesses. As HR professionals, what tools exist to leverage AI and technology as a force for both people and profit? How do we influence a culture that takes a human-centred lens?
AI Considerations in HR Governance - Shahzad Khan - SocialHRCamp Ottawa 2024SocialHRCamp
Speaker: Shahzad Khan
This session on "AI Considerations in Human Resources Governance" explores the integration of Artificial Intelligence (AI) into HR practices, examining its history, current applications, and the governance issues it raises. A framework to view Government in modern organizations is provided, along with the transformation and key considerations associated with each element of this framework, drawing lessons from other AI projects to illustrate these aspects. We then dive into AI's use in resume screening, talent acquisition, employee retention, and predictive analytics for workforce management. Highlighting modern governance challenges, it addresses AI's impact on the gig economy as well as DEI. We then conclude with future trends in AI for HR, offering strategic recommendations for incorporating AI in HR governance.
How to Leverage AI to Boost Employee Wellness - Lydia Di Francesco - SocialHR...SocialHRCamp
Speaker: Lydia Di Francesco
In this workshop, participants will delve into the realm of AI and its profound potential to revolutionize employee wellness initiatives. From stress management to fostering work-life harmony, AI offers a myriad of innovative tools and strategies that can significantly enhance the wellbeing of employees in any organization. Attendees will learn how to effectively leverage AI technologies to cultivate a healthier, happier, and more productive workforce. Whether it's utilizing AI-powered chatbots for mental health support, implementing data analytics to identify internal, systemic risk factors, or deploying personalized wellness apps, this workshop will equip participants with actionable insights and best practices to harness the power of AI for boosting employee wellness. Join us and discover how AI can be a strategic partner towards a culture of wellbeing and resilience in the workplace.
Your Guide To Finding The Perfect Part-Time JobSnapJob
Part-time workers account for a significant part of the workforce, including individuals of all ages. A lot of industries hire part-time workers in different capacities, including temporary or seasonal openings, ranging from managerial to entry-level positions. However, many people still doubt taking on these roles and wonder how a temporary part-time job can help them achieve their long-term goals.
2. Goals for Today
Network and create new relationships
Discuss local trends and best practices
See what’s new at NEOGOV
New comers learn more about NEOGOV
Increase your confidence in using your NEOGOV System
2
3. About NEOGOV
Mission: To improve the services public sector agencies
deliver to society
Streamlining your recruiting, hiring & retention processes
since 1999
1,500+ Agencies & Educational Institutions
100% Public Sector and 100% Web Based
Top 50 Fastest Growing Technology Companies in US
(Inc. 500)
3
4. NEOGOV Customers in Texas
Abilene, City of (TX)
Allen, City of (TX)
Beaumont, City of (TX)
Bellaire, City of (TX)
Bexar, County of (TX)
Cedar Hill, City of (TX)
Cedar Park, City of (TX)
College Station, City of (TX)
Coppell, City of (TX)
Corinth, City of (TX)
Dallas, City of (TX)
Deer Park, City of (TX)
Denton, City of (TX)
Denton, County of (TX)
Denton County Mental Health Mental Retardation
Center (TX)
Denton County Transportation Authority (TX)
DeSoto, City of (TX)
Eagle Pass, City of (TX)
El Paso, City of (TX)
El Paso, County of (TX)
Farmers Branch, City of (TX)
Flower Mound, Town of (TX)
Fort Worth, City of (TX)
Fort Worth Transportation Authority (TX)
Georgetown, City of (TX)
Glenn Heights, City of (TX)
Grand Prairie, City of (TX)
Grapevine, City of (TX)
Harris, County of (TX)
Highland Park, Town of (TX)
Highland Village, City of (TX)
Houston, City of (TX)
Huntsville, City of (TX)
Irving, City of (TX)
Kilgore, City of (TX)
Killeen, City of (TX)
Laredo, City of (TX)
League City, City of (TX)
Levelland, City of (TX)
5. 5
Lewisville, City of (TX)
Longview, City of (TX)
Lopez Negrete Communications
Lubbock, City of (TX)
Marble Falls, City of (TX)
McAllen, City of (TX)
McKinney, City of (TX)
Mesquite, City of (TX)
Midland, City of (TX)
Missouri City, City of (TX)
Murphy, City of (TX)
Palacios, City of (TX)
Pasadena, City of (TX)
Prosper, Town of (TX)
Railroad Commission, of (TX)
Region 3 Education Service Center (TX)
Rockwall, City of (TX)
Round Rock, City of (TX)
Rowlett, City of (TX)
Sachse, City of (TX)
San Angelo, City of (TX)
San Antonio, City of (TX)
San Antonio Water System (TX)
Smith, County of (TX)
Southlake, City of (TX)
Sugar Land, City of (TX)
Tarrant, County of (TX)
Teacher Retirement Systems of Texas (TX)
Texarkana, City of (TX)
Texas Alcohol Beverage Commission (TX)
Texas Comptroller of Public Accounts (TX)
Texas Education Agency (TX)
Texas Military Department (TX)
Texas Parks and Wildlife Department (TX)
Travis, County of (TX)
US Courts - Southern District of Texas (FED)
Valley Telephone Cooperative (TX)
Victoria College (TX)
Webb, County of (TX)
West University Place, City of (TX)
Wharton County Junior College (TX)
Williamson, County of (TX)
6. April 2014 Enhancement Overview
Governmentjobs.com / Applicant Portal Updates
Jobseekers can view job descriptions for previously submitted
applications
Jobseeker Attachment Improvement
Jobseekers Applications page update
Online Application – Neutral color scheme when applying from
career site
Zip code searching
Insight Enhancements
Streamlined insight menu (Only in UAT until June 2014)
Improved table grid view for Postings, Exam Plans, & Class Specs.
New Requisition options on Exam Plan
Link to Oral/Performance Exam dates from Evaluation Step
Print Applications from Exam Plan
6
7. April 2014 Enhancement Overview
(cont.)
Perform (PE) / Onboard (ON) and CoreHR
Enhancements
Relative Evaluation due date changes
Performance Evaluation and Onboarding Report
Improvements
Bulk Action for deleting evaluations (PE)
Editing evaluation name (PE)
Deleting Checklist and Checklist items (ON)
Email and approvals can be sent to employee groups
(ON
7
8. 8
Streamlined Insight Menu
The Insight menu has been streamlined and reorganized for a simpler and more intuitive
user experience. Because this is such a significant change, we are phasing in this
implementation over two releases. The new menu will be available to try out in the User
Acceptance Testing (UAT) environment following this enhancement release. The
deployment to Production is anticipated for the June release. We will gather customer
feedback on the new menu between April 21st – May 2nd and will make refinements and
finalize the new menu in the next enhancement release in June. Instructions for accessing
the UAT environment to begin testing the new menu will be sent via email following the
enhancement release.
Insight Administrators can enable the new menu for their organization under the
Agency Preferences page. You have the option to turn on the new menu for all users,
continue to use the old menu for all users or allow each user to choose which menu
to use. When allowing users to choose which menu, a toggle link appears at the top
of the page to ‘Try the New Menu’ or use the ‘Classic Menu’. This approach will allow
your organization to switch to the new menu at a pace that fits your organization. We
anticipate that we will keep the Classic menu option available for a few months
following the release of the new menu option to Production.
9. Insight Enhancement Overview
Online App – Jobseekers can delete incomplete apps
Online App – Removal of expired incomplete apps
Consolidated Insight/OHC User Pages
Application Received Step Elimination Option
Create Requisitions from Insight
Improved Job Posting Page
Automatic Referral of Applications
Consolidated Job Posting & Requisition Lists
For more information, go to:
NEOGOV Community – Downloads – New Releases 9
10. June 2014 Enhancements
ONLINE-557 Disability Self-Identification Form
Enhancement
Background:
● The US Department of Labor Office of Federal Contract Compliance Programs
(OFCCP) has implemented new Section 503 regulations (regulations regarding the hiring of people
with disabilities). The regulations became effective March 24, 2014.
● The regulations require that jobseekers be asked to self-identify their disability status on a specific
form, or that the information be provided to applicants with identical content as the federal form.
● The self-identification form must be maintained confidentially, separate from the application.
Functional Requirements
Phase 1
Standard OMB Form CC-305 available to all Insight clients to include in their application
process.
Insight Admins specify whether the standard OMB form will be included in the application
process by selecting an option that we will add to Admin > Agency Preferences:
10
12. 12
The default value for the Disability Self-identification Form configuration setting should be ‘No’.
When using the standard OMB form, the form is available for applicants to fill out online during the application
process.
Responding to the question is optional.
By law, the form must meets certain requirements. The e-form must:
Display the OMB number and expiration date;
Contain the text of the form without alteration;
Use a sans-serif font, such as Calibri or Arial; and
Use at least 11-pitch for font size (with the exception of the footnote and burden statement, which must be at least 10-
pitch in size).
When ‘Disability Self-identification Form...’ is set to ‘Yes’, automatically disassociate any existing Agency wide
Questions (AWQs) from the Disability master profile category. When ‘Disability Self Identification Form...’ is set to
‘Yes’, automatically add a new standard AWQs that will store the applicants’ responses to the self-identification form.
The text of the question shall read:
‘○ Voluntary Self-identification of Disability:
Yes, I have a disability
No, I don’t have a disability
I don’t wish to answer’
○ Applicant’s responses will be stored in a yes/no master profile field.
Insight Administrators do not have the option to make any changes to this AWQ. Applicant’s response to the
disability question on the OMB form populates a field on the application for Disability
Adding or updating the application Disability field updates the field on the Master Profile for Disability
Responses to the Disability question will be Confidential data in the same manner as other confidential questions
(visible only to users who have access to view Confidential data according to their user permissions).
When manually entering a paper application, Insight users need to be able to fill in the applicant’s response to the
Disability question.
Include the disability question & responses in the print version of the application when user is printing the
confidential report (Example: https://secure.neogov.com/employers/app_tracking/downloadappsnew.cfm?
JobID=8943 96&StatusType=ALL&Closed=-1&retURL2=%2Femployers%2Fapp_tracking%2Ftraffic_r eport%2Ecfm
%3F)
13. What’s new in 2014?
Biddle Testing Integration
Finalized partnership with Biddle Testing
Web-based content available within NEOGOV:
OPAC (Clerical & Software Skills – Typing, Microsoft
Office)
CRITICALL (911 Dispatcher)
Integrated solution with Insight
Scheduling, Reports, Ranking, etc.
13
14. Round Table Topics
1) NEOGOV Community
Who’s taking advantage of calls, forums, trainings?
2) Supplemental Questions
Increase in unqualified applicants?
How using filtering, MQ screening, autoscoring?
3) Self-Scheduling for Exams
Who’s using? Challenges? Benefits?
4) Online Hiring Center
Have you rolled this out? How are managers using it?
5) Performance Evaluation
Challenges with current process? 14
15. Onboard (ON)
Central repository to access all new hire documentation
Automate process for collecting documents (I-9, W4,
Custom Forms, Employee Handbook)
Facilitate training/orientation process
Customizable welcome pages by department
Welcome videos (Department Head, County Manager)
Configurable workflow and security
15
16. Core HR (HR)
Central repository to access all employee
documentation
Automate process for collecting documents
“Apps” with employee forms (e.g. vacation request
form, leave of absence, grievance tracking)
Customize forms you want to use
Complements current payroll/benefits system
16
17. Onboard & Perform
Eliminate Administrative Effort: Streamline and automate processes
Store Forms/Evaluations Online: Keep all data/forms in central location
Automated Workflow: Route forms/evaluations internally for efficient
processing
Increase Completion Rates: Automatic reminders and overdue notices
Metrics & Reporting: Track completion rates and run ad hoc reports
Integrate Data: Optional API Integration with HRIS/Financial System
- Onboard also integrates with Insight
Risk Mitigation: Reduces missing or incomplete documentation
Configurable & User Friendly System with Quick Implementation
https://secure.neogov.com/performance/Login.aspx
17
18. Wrap-Up
For more information, contact:
Sara Clancy OR Jayme Dolan
310-658-5709 310-658-5732
sara@neogov.com jdolan@neogov.com
Customer Support Help Desk
For technical questions/issues
Toll-Free Number: 877-204-4442 ext. 2
NEOGOV Ideas
For enhancement suggestions
18
19. 19
Below are the questions from the Houston & Dallas RUG:
1. Can you make it required for applicants to put their contact information and address on the application? This is always a
required field on the application. They can change this anytime they need to by logging into their account and editing the
information; however, this will not reflect on an application that has already been sent to you.
2. Can you make it required that applicants note if there are any gaps in employment and why?
This feature is not in the system at this time. Please add this to the Idea Lab and vote on this if it’s something you’d like to see
enhanced.
3. Is there a zip code search for applicants on the Insight side for HR?
Yes! You must be logged into the Insight side > Candidate Track > Resume Search and from here you can search on any criteria
you’d like, including zip code.
4. They would like a list of ON customers in TX (This is a list of each Texas agency that has purchased ON, they may not
necessarily be live or even started implementing)
City of Bellaire
City of College Station
City of Dallas
Denton County Mental Health and Retardation Center
City of Grand Prairie
City of Houston
City of Kilgore
League City
City of Longview
City of San Antonio
Teacher Retirement Systems of Texas
Texas Military Department
Texas Parks and Wildlife
Victoria College
City of West University Place
21. 21
Last Name First Name Email Job Title Company Work Phone
Goad Janet janet.goad@midlothian.tx.us Director of Human Resources City of Midlothian 972-775-7192
Cates Steve scates@gptx.org HR Manager City of Grand Prairie 972-237-8195
JOHNSON KERI KJOHNSON@ROCKWALL.COM HR SUPERVISOR CITY OF ROCKWALL 972-772-6403
Fletcher Yulonda yulonda.fletcher@dallascounty.org HR Analyst II/Recruiter Dallas County 214-653-7638
Porter-Brathwaite Jaynice jporter-brathwaite@ci.greenville.tx.us Human Resources Director City of Greenville 903-457-3113
Uhlich Lisa lisa.uhlich@dentoncounty.com Civil Service Coordinator Denton County 940-349-3080
Luton Tony lisa.uhlich@dentoncounty.com Human Resources Generalist Denton County 940-349-3080
Harvey Kacye kharvey@glennheights.com HR Administrator City of Glenn Heights 972-223-1960 Ext 206
Hills-Oyedele Alicia ahills-oyedele@desototexas.gov
Assistant Director of Human
Resources City of DeSoto 9722309619
Shields Kathleen kshields@desototexas.gov
Managing Director of Human
Resources City of DeSoto 9722309639
Harper Elliott eharper@mckinneytexas.org HR Analyst City of McKinney 972-547-7633
Butterfield Tina tbutterfield@mckinneytexas.org HR Specialist City of McKinney 972-547-7633
Yater Dustin dyater@coppelltx.gov Sr Human Resource Advisor City of Coppell 972-304-3558
MORALES Angelica angelica.morales@cedarhilltx.com HR Generalist City of Cedar Hill 972 291 5100 X 1052
Sweeney Jenifer jenifer.sweeney@cedarhilltx.com HR Generalist II City of Cedar Hill 9722915100
Payne Dawne dawne.payne@dallascityhall.com Coordinator IV-HR (Civil Service) City of Dallas 214-670-3002
Shuffield Terry terry.shuffield@abilenetx.com HR Specialist IV City of Abilene (325)676-6347
Diaz Veronica veronica.diaz@abilenetx.com HR Generalist City of Abilene 325-676-6392
Owen Sherrye sowen@tarrantcounty.com Senior Payroll Business Analyst Tarrant County Government 817-212-7317
Karley Trudy tkarley@tarrantcounty.com Sr. Application Support Admin Tarrant County 817-884-3881
Smith Ann acsmith@tarrantcounty.com Civil Service Coordinator Tarrant County 817-884-3252
Haralson Virginia virginia.haralson@dallascityhall.com HR / Payroll Manager City of Dallas 469.569.6054
Ledesma Pat patricial@dentonmhmr.org HR Generalist Denton County MHMR 940-565-5281
Saxman Lori lsaxman@coppelltx.gov Sr Human Resource Advisor City of Coppell 972-304-3619
22. 22
Last Name First Name Email Job Title Company Work Phone
Aleman Mary maleman@sugarlandtx.gov HR Specialist City of Sugar Land 281-275-2726
Arnic Jacqueline jacqueline.arnic@houstonpolice.org Human Resources Supervisor City of Houston - HPD 713-308-1310
Baines George george.baines@houstontx.gov
SR. Human Resources
Generalist
City Of Houston, Human Resources
Dept. 832-393-4879
Barbato Melissa melissa.barbato@tpwd.texas.gov (512) 389-8015
Berry Robin robin.berry@houstontx.gov HR Generalist City Of Houston 832-393-8036
Bias Debra Debra.Bias@houstonpolice.org Sr. Human Resources Specialist City of Houston - HPD 713-308-1350
Blackmon Amanda amanda.blackmon@housontx.gov Human Resources Manager City of Houston 713-837-7943
Booker Jamaica Jamaica.Booker@houstontx.gov Social Media Recruiter City of Houston 832-393-6724
Broks Nicole Nicole.Brooks@houstontx.gov Human Resources Supervisor City of Houston 713.865.9390
Brooks Nicole Nicole.Brooks@houstontx.gov HR Supervisor City of Houston 713.865.9390
Broussard Cassandra cassandra.broussard@houstonpolice.org Sr. Human Resources Specialist City of Houston - HPD 713-308-1320
Brown Toni toni.brown@tpwd.state.tx.us HRIS Analyst (512) 389-4953
Cooper Jessica jessica.cooper@houstontx.gov
Senior Human Resources
Generalist City of Houston (713) 837-9219
Cooper Ginger ginger.cooper@houstontx.gov Sr. H.R. Generalist City of Houston/ HR 832-393-6962
Davis LeDretric ledretric.davis@houstontx.gov Staff Analyst City of Houston 832-393-6078
Davis-Callier Darnesha darnesha.davis@houstontx.gov Sr. Client Relations Manager City of Houston 832.393.8086
De La Rosa Ceasar ceasar.delarosa@houstontx.gov
Senior Human Resources
Generalist City of Houston 832-393-1341
Eldridge Amber amber.eldridge@houstonpolice.org Administration Manager Houston Police Department 713-308-1250
Flores Francisco francisco.flores@houstontx.gov
Senior Human Resources
Generalist City of Houston 832-393-4887
Ford Elizabeth eford@sugarlandtx.gov
Administrator, Recruitment &
Business Services City of Sugar Land 281-275-2205
23. 23
Ford Chelsea chelsea.ford@houstontx.gov
Senior Human Resources
Generalist
City of Houston-Health & Human Services
Department 832-393-4888
Gallagher Sue sgallagher@cityofwebster.com Director of Human Resources City of Webster, TX 281-316-4104
GOMEZ MARIA maria.gomez4@houstontx.gov HR Supervisor City of Houston 8323934995
Gordon Nia darnesha.davis@houstontx.gov HR Intern City of Houston 832.393.8086
Hagger Arvis arvis.hagger@houstontx.gov Executive Recruiter City of Houston 281-233-1839
Halliburton Patty patty.halliburton@tpwd.texas.gov (512) 389-4545
Hardison Tameka tameka.hardison@houstontx.gov Manager City of Houston 832-3936070
Hill Wylean Wylean.Hill@houstonpolice.org Administrative Assistant City of Houston - HPD 713-308-1397
Johnson Kenya kenya.johnson@houstontx.gov
Senior Human Resources
Generalist City of Houston 832-393-7221
Jones Judy judyj@wcjc.edu HR Director WCJC 979-532-6947
Lennon Racquel racquel.lennon@houstontx.gov Sr. HR Generalist City of Houston 832-393-7238
Manville Carolyn carolyn.manville@fortbendcountytx.gov HR Generalist Fort Bend County 281-344-3956
McGill LeAnna leanna.mcgill@houstontx.gov HR Generalist City of Houston 832.393.4893
MIDDLETON CASANDRA CASANDRA.MIDDLETON@HOUSTONPOLICE.ORG
ADMINISTRATIVE
COORDINATOR HOUSTON POLICE DEPARTMENT 713.308.1260
MORENO MICHELLE MICHELLE.MORENO@HOUSTONTX.GOV HR TECHNICIAN CITY OF HOUSTON 832-393-6080
Morris Readore Stephanie stephanie.morris@houstontx.gov Staff Analyst City of Houston 8323938083
Morris-Readore Stephanie stephanie.morris@houstontx.gov Staff Analyst City of Houston 8323938083
Most Sheli sheli.most@houstontx.gov Sr. Human Resource Generalist City of Houston 832/393-6062
Nelson Michael MichaelC.Nelson@houstonpolice.org Sr. Human Resources Specialist City of Houston - HPD 713-308-1341
Popek Deborah popekd@wcjc.edu Assistant HR Director WCJC 979-532-6591
Porter Delier delier.porter@cityofhouston.gov Sr. HR Generalist City of Houston 832.395.7106
Prado Paul paul.prado@houstontx.gov HR Manager City of Houston 832-393-7237
Preston Jennica Jennica.Preston@rrc.state.tx.us HR Specialist Railroad Commission of Texas 512-463-6984
Quansah Bridgette bridgette.quansah@houstontx.gov HR Generalist City Of Houston 8323930204
Roberts LaTonya latonya.roberts@houstontx.gov HR Manager City of Houston 7138379112
Robertson Sherry sherry.robertson@houstontx.gov Sr. HR Generalist City of Houston 832-393-4903
24. 24
Robertson Sylvia SylviaK.Robertson@houstonpolice.org
Sr. Human Resources
Specialist City of Houston - HPD 713-308-1333
RODGERS DOLORES DOLORES.RODGERS1@HOUSTONTX.GOV
MANAGING HR
BUSINESS PARTNER HOUSTON AIRPORT SYSTEM 281 233 1767
ROJAS reina Reyna.Rojas@houstontx.gov
SR. HUMAN RESOURCES
GENERALIST CITY OF HOUSTON 713-837-9113
Ruiz Leticia leticia.ruiz@houstontx.gov Sr. HR Specialist CIty of Houston 832.393.6076
Sam Aaronetta aaronetta.sam@houstontx.gov Senior HR Generalist COH 8323936081
Stewart Sharon sharon_stewart@houstontx.gov HR Supervisor City of Houston 832-393-6079
Thrailkill Chris cthrailkill@cityofwebster.com Webmaster City of Webster 281.316.4121
Warfield Jimmy JWarfield@ci.pasadena.tx.us
Human Resource Admin
I City of Pasadena, Tx 713-475-7297
Washington Selina selina.washington@houstontx.gov HR Manager City of Houston 832.393.6027
Wauson Amanda amanda.wauson@rrc.state.tx.us HR Assistant RRC 5124636981
WHITE TRENA TWhite@ci.pasadena.tx.us
Human Resources
Administrator II City of Pasadena 713-475-7292
Williams Yolanda ywilliams@ci.bellaire.tx.ys
Director of Human
Resources City of Bellaire 713-662-8270
Zamora Rita rita.zamora@houstontx.gov
Senior Human
Resources Specialist City of Houston/HR Dept 832-393-6075
Zeno Sandra sandra.zeno@houstontx.gov Sr. H. R. Generalist City of Houston 832-393-3443
Hinweis der Redaktion
Keep informal. Share ideas and best practices. Get you talking.
Here’s a snapshot of some of NG customers in Florida.
Locally, we are partnering with:
Name a few near them
Show of hands – which do you want to discuss first?
Who is using this? Ask them to share