Assist with regulatory reporting requirements in order to provide management with financial information utilized in decision-making process. Prepare monthly journal entries relating to production tax credits and ensure a complete understanding of timing of recognition in support of balance sheet classification. Performs analysis, technical research, and report preparation. view job details

Interactions will be guided by an appreciation for those being served as unique individuals and adults, with the expectation and goal of mutual learning and growth. Implement crisis intervention techniques in accordance with policy, procedure and agency training and ensure that non-violent physical interventions are implemented only in the event that a client is an immediate risk to self or others. Maintains positive working relationships with referral sources and responds to inquiries in a timely manner, providing records and progress reports on clients, as required. view job details

Actively supports Book of Business growth objectives by identifying and pursuing opportunities for new and/or increased lines of coverage in conjunction with the Regional Account Executive. Provide up to 40 hours of Supervision and Direct Care for 8-10 individuals who need assistance in all areas of daily living, including personal hygiene, social integration and behavioral issues. Participate in ongoing training and development to maintain knowledge of New Business and Client Services, system enhancements, and professional skills. view job details

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Doing a pay equity analysis is not just about equal pay, it's also about equal work. Since no two jobs are exactly alike, even at the same organization, no jobs are ever equal in practice. So, we do the best we can when comparing things that are hard to compare. We break each thing down into component parts or attributes. Then we compare those factors to see where things are alike and different. Be careful how you compare job If we wanted to compare desserts, we could look at calories, weight, volume, and the breakdown of fat, carbs, and protein. But none of that really matters when you are ch... view blog & white papers details

Keeping your company competitive means welcoming change. You have to be prepared for the shifts that the workforce experiences. Without a future plan, it’ll be difficult to meet worker expectations and retain your employees. We’ve now discussed our first tip – nurture your employee’s work-life balance, and the second tip – don’t let your employees burn out. People are putting a lot more emphasis on sustaining both a healthy personal and professional life. They are more likely to leave a job if it isn’t allowing them to achieve their personal goals or if it’s driving them to exhaustion. Benefit... view blog & white papers details

The workforce and job market are constantly shifting. This is particularly true post-pandemic, as people were, for better or worse, forced to re-evaluate their priorities. With a possible recession on the horizon, employers need to preserve their assets. At the root of this is employer satisfaction. As an employer, it’s vital to be prepared and have a plan so that workforce shifts work in your favor. In our previous article, we discussed the importance of nurturing your employee’s work-life balance. If you don’t think of personal goals in conjunction with career goals and help your employees a... view blog & white papers details

If you’re an employer and want your company to stay ahead of the game, you need a plan. We’re offering tips on how to future-proof your workforce in preparation for the rapid changes that are coming or already here. And flexibility is at the center of doing of nurturing your employees’ work-life balance. If you’re facing a talent and labor shortage, you’re not alone. The reasons include a retiring workforce, worker burnout, a skills gap, and a shift in priorities. Upskilling and finding workers with expertise in quickly advancing technology is an ongoing effort that takes time and resources to... view blog & white papers details

If you want your business to stay up-to-date and prepared for the future, you need a plan. Workforce trends and expectations are constantly changing. There are steps you as an employer need to take to future-proof your workforce and ensure you’ve got the right resources and skills at all times. We’ve discussed three tips so far in this series. Employers should nurture their employees’ work-life balance. Don’t let your employees burn out. Adjust your company for remote work. Your workforce expects you to care about them. They want to know that they can work and spend time on personal commitment... view blog & white papers details