Credentialing Management

We are in education, specifically K-8. Being in education, we need to track various certifications and other documents for our staff. We currently enter this data in Lawson. We have written many different reports to help us track what we may be missing and when documents are expiring. We also have many different trackers (mostly in excel) to track the followers. We would like to make this process more efficient. I know healthcare also has certifications to track. What solutions do you have a place? Are you using Lawson, GHR or other?

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sriman-shivakoti

What do you meant by you have different trackers to track the followers?

We do track a ton of items in Lawson S3.

Jennifer Riddick

We are utilizing the Certifications (PA22) in S3. We are attaching the job requirements to the PA08 so that managers can view the requirements (Educational degrees and licenses/certificates, etc) - missing, expiring, etc through the Credentials Compliance Report and Expired Competency Report.

dEPM-656 - Working with Custom Reports (Update 2021-07).mp4

unknown

The team is using a lot of tracker to track the follow ups. That is, we have some items that can take three years to accomplish. The team is following up with them at least yearly to see what progress has been made and to verify the employee is doing what they say they are doing.

sriman-shivakoti

Okay. In those cases, we would put the code and then the renewal date is the date due. In the license number they put track and then 18 mos or 3 years whatever is appropriate as the note.

sriman-shivakoti

We also do what jmriddick does. I'd like to say our managers look at the MSS report but for the most part HR always is checking and following up .

unknown

Hey Sarah, Are you tracking/following up on courses, certifications, education..... items like that? When you say tracking do you mean tracking whether or not someone completes an "in process" type of certification. Does the employee begin some sort of certification/education to satisfy a job requirement? If so are they given a certain a defined amount of time to complete this "in process" certification/education?

At a really high level.....

If you are still S3, which most clients are, using the PA screens like PA22 Certification and PA20 Education, in conjunction with PA08 could work. You would have to attached your PA08 requirements to your job/position. When the job/position is assigned to the employee on HR11 these tracking items will follow the employee. Managers and Employees can track and follow up too.

Tracy Serdynski Stites

unknown

We are in healthcare. We use PA08 (Quals) and PA22 as well. We also built notifications to the employee and Direct Supervisor, which begin at 60 days prior to expiration and continue until the certification is received/updated in PA22. I believe we have 60-day, 30-day, 15-day, 7-day, and then overdue notices. The notifications escalate to the employee's VP eventually, and include the Business Partner in HR that would need to get involved, if necessary. In our world, because of accreditation, we don't allow people without proper certification to work at all, so our last set of notifications also go to our AD management team to disable accounts. We also have some people that are granted time to get a specific degree or certification by a certain agreed-upon time (which is usually documented). We just use the date on the agreement as the "renewal date." If the person doesn't have it by then, they are not compliant for their position.

sriman-shivakoti

Did you build your notifications in IPA?

unknown

Yes. I didn't technically build them, but my technical friends did.

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