CSIS 375Assignment 1 InstructionsInstructionsSelect two web.docx

CSIS 375
Assignment 1 Instructions
Instructions:
Select two web pages. One of the pages should be a page that
you consider to be a good design. The other page should be one
that you consider to be a poor design. Indicate why or why not
each page represents a good or poor design. [Note: There is no
right or wrong answer at this point. We will return to this
exercise after you have completed several modules and compare
your initial impressions with your impressions after having
studied design guidelines.]
Deliverables:
1. Take a screen shot of the web page that you consider to be a
poor design and paste it into a Word document. (Include its
URL as a link above the screen shot.)
2. Below the screen shot, describe why you consider it to be a
poor design, as well as its probable effect on the user. List a
minimum of three reasons why it is a poor design and at least
three likely outcomes of this poor design on usability.
3. Next, take a screen shot of the web page that you believe is a
good design and paste it into the same Word document.
4. Below the screen shot, describe why you consider it to be a
good design, as well as its probable effect on the user. List a
minimum of three reasons why it is a good design and at least
three user effects.
5. Below is an example of a “poor” design:
http://www.roanestate.edu/obs/
Summary: This whole web site is included on a single page that
forces the user to have to scroll and scroll and scroll to retrieve
any information.
Reasons why it is a poor design:
1. The color scheme makes it difficult to read.

2. Everything is included on a single web page, so you have to
scroll and scroll to find anything.
3. Information is poorly organized. That is, it’s not divided into
meaningful chunks.
Likely effects on the user:
1. The user won’t be able to easily read the information.
2. The user will have to scroll too much and possibly get “lost”
on the page.
3. The user won’t be able to find what he’s looking for. He will
likely get frustrated quickly and leave the site.
Page 1 of 2
Running Head: DEPARTMENT OF HEALTH AND HUMAN
SERVICE 1
DEPARTMENT OF HEALTH AND HUMAN SERVICE 2
Department of Health and Human Service
Name: LaShanda Lewis
Institution: Strayer University
Date: 16 Jan 2017
Department of Health and Human Service
Introduction
The US department of health and human service (HHS) is a
principal agency responsible for protection of the health of all
citizens of America and provision of human services. The HHS
also has an objective of increasing access of health care
services to the Americans Indians and Alaska and natives. The
agency has four strategic goals that focuses on the major

function of the agency. The goals include Strengthen Health
Care, Advance the Health, Safety, and Well-Being of the
American People and Advance Scientific Knowledge and
Innovation (Strategic Goals, Objective and Strategies 2014).
The agency has 5 major events since the year 2000-2010.
Publication of human sequencing genome was done in 2000, a
scientific research project that had a goal of determining the
sequence of nucleotide base pair. In 2001 the HHS created The
Centers for Medicare & Medicaid that replaced the Health Care
Financing Administration (HHS Historical Highlights 2014).
The Office of Public Health Emergency Preparedness was
initiated to coordinate efforts against bioterrorism and other
emergency health threat in 2002. Moreover, in 2003 the agency
enacted the Medicare prescription drug improvement and
modernization Act of 2003 (HHS Historical Highlights 2014).
In 2010, HHS signed the affordable care act into law thus
putting in place comprehensive insurance reforms.
Agency Functions
The US department of health and human service is responsible
for about a quarter of all federal outlays and administers more
grant dollars than all other federal agencies combined
(Overview 2017). HHS ensures that patient safety and health
care quality is promoted in any health care setting in America
and by health care provider. The agency ensures that patients in
the health care obtain quality food in the health care and also
ensures that the food taken by the patient is secure to prevent
any shortage. The agency also ensure that drugs and vaccines
administers to the patients in health care are safe for
consumption and effective. HHS ensure that all health care
integrate technology in their health operation appropriately.
The HHS has the function of conducting health, social science,
and public health research (Overview 2017). The agency is the
largest source of funding for medical research in the world. In
return, the department has created thousands of high-quality
jobs for scientists in university and research institution in all
states across America and the rest of the world. The department

through its programs and partnership is responsible for the
leverages of health information to ensure that the quality of
health care is improved. Moreover, HHS ensures that its data is
used to drive innovative to health public health and human
services challenges.
Agency News
The US department of health and human service has a newsroom
which is gateway to HHS latest news releases and press office
information. From the newsroom, the two latest news are: the
ONC announcement of the winners of consumer and provider
app challenges to improve health information use and access;
and the enforcement action for lack of timely breach
notification and settles for $475, 000.
On January 9, the US Department of Health and Human Service,
Office of Civil Rights (OCR) announced HIPAA settlement
based on the untimely reporting of the breach of the unsecured
protected health information. Presence Health, one of the
largest health care networks agreed to settle the violation of the
Health Insurance Portability and Accountability Act breach
notification rule by paying $ 475,000 (HHS Press Office 2017).
On January 12, the department’s Office of the National
Coordinator for Health Information Technology announced the
phase 2 winners of consumer health data aggregator challenge
and the provider user challenge (ONC Media Affairs 2017). The
challenges were designed to encourage the development of
applications that would be responsible for consumers and
providers to aggregate health data from different sources into
one secure, sure friendly product.
Rationale for Selecting Agency
The Department of health and human service is an essential
agency among the government agencies. The department is so
crucial agency because unlike the other two (Housing and Urban
Development, Social Security Administration) the agency
focuses on very essential basic need, health which is are
significant to individual. Without health, an individual can need
social security or rather housing and urban development. For

effective housing and urban development, a developer need to
be healthy to develop a good plan.
Health care organizations are very critical organization and thus
having a government department like the Department of Health
and Human Services is very vital as health care organization
can prevent the contagious diseases that can cause the death of
many people in the society. Thus, the Department of Health and
Human Services in regards to the other two is the most
essential.
Reference
HHS Historical Highlights. (2014). U.S. Department of Health
and Human Services. Retrieved from:
https://www.hhs.gov/about/historical-
highlights/index.html?language=es
HHS Press Office. (2017).First HIPAA enforcement action for
lack of timely breach notification settles for $475,000. U.S.
Department of Health and Human Services. Retrieved from:
https://www.hhs.gov/about/news/2017/01/09/first-hipaa-
enforcement-action-lack-timely-breach-notification-settles-
475000.html?language=es
ONC Media Affairs. (2017) ONC Announces Winners of
Consumer and Provider App Challenges to Improve Health
Information Access and Use. U.S. Department of Health and
Human Services. Retrieved from:
https://www.hhs.gov/about/news/2017/01/09/first-hipaa-
enforcement-action-lack-timely-breach-notification-settles-
475000.html?language=es
Overview. (2017). U.S. Department of Health and Human
Services. Retrieved from: https://www.hhs.gov/about/strategic-

plan/introduction/index.html#overview
Strategic Goals, Objective, and Strategies. (2014). U.S.
Department of Health and Human Services. Retrieved from:
https://www.hhs.gov/about/strategic-
plan/introduction/index.html#strategic-goals
Agency Analysis
LaShanda Lewis
6 March 17
1. Practicality of union presence
DHHS has faced evolving relationships among labor and
management and the purpose remained focused on the building
of constructive association between the two parties. There are 8
labor unions present within agency and 3 of these unions are
recognized at the national level. DHHS and union have interest
in the development of cooperation between management and
employees at all the levels. Labor Management Corporation
Council (LMCC) believes that there is a need to develop strong
communication and cooperation among labor union and
management with the view to achieve the desirable targets
(Obama, 2016). It is believed that cooperation among the two
parties will enable the agency to protect and enhance the level
of public health and delivery of valuable human services.
It can be recommended that agency should continue union
representation because union has a goal to improve the state of

labor management relations and various forums under the
supervision of union to ensure dispute resolution.
· In addition to this engagement of employees at pre-decisional
level is also necessary to create the sense of ownership among
all the stakeholders.
· Another reason for which union is needed to have presence in
DHHS is that of resolving proposed changes in the conditions of
employment within organization.
2. Opportunity of privatization
The agency is trying hard to deliver the high quality products
and services to the public in collaboration with other pillars of
healthcare department. In order to improve the quality of
employee work life it is recommended that agency must operate
under existing status rather than making it privatized. It is
better not to privatize the agency because of the following two
reasons:
· The privatization will result in the increased conflict of
interest among management and employees and the agency cost
will resultantly increase to a larger extent. To keep the agency
focused on the delivery of high quality healthcare services
· The healthcare sector should not be focused on the mere
objective of profit maximization rather it should remain focused
on the social welfare, improved customer services, better
delivery of health related products and services, and cost
savings. Privatization will result in the creation of profit
oriented objectives and goals that may result in the form of
deterioration in the quality of services.
3. Agency’s policies, procedures, and / or plans regarding
pensions
It is important to devise retirement and pension plans for the
agency so that financial security of the employees can be
ensured. Employees also give importance to the pension plans

while choosing among different job opportunities available to
them. Retirement planning has been given much importance by
the DHHS and there are various options available for the
employees among those they can chose in accordance with their
preferences and convenience. There are two types of pension
plans under Employee Retirement Income security Act (ERISA)
namely defined benefit plans and defined contribution plans
(Drummond et al, 2015).
· Defined benefit Plans: This plan promises a specified motherly
payment at retirement. The benefit is calculated using a formula
that takes into account salary and services.
· Defined Contribution Plans: This plan does not promise any
particular amount at the time of retirement but it is not fixed.
Both the employees and employers contribute to the individual
account under plan. The rate is fixed and usually is 5% of the
earnings on annual basis.
4. Agency’s approach to productivity and performance
evaluation
Performance evaluation plan will be comprised of two elements
in general and cannot exceed more than 6 elements that are pre-
determined in nature. In case the team elements are kept in view
to rate the employees then those will be rated on the basis of
contributions made by that individual to the success of that
particular team. Any sort of deletion made in the
responsibilities and job descriptions of the employees those are
also needed to be notified to the performance evaluation team
(Salamon, 2015). The possible standards that are used for the
sake of performance evaluation include objectivity,
explicitness, attainability and measurability of the performance
targets assigned to the employees. Rating officials communicate
regarding achievement of goals and objectives on the part of
employees throughout the rating period.
5. Three (3) actions the agency could take to improve in the
areas of productivity and performance evaluation

Improvement in the productivity and performance of the
employees is the main objective of each and every organization
because of the reason that this factor ensures long run success
of the business. In addition to this there is also a dire need to
effectively and accurately evaluate the performance and
productivity of each employee so that those having remarkable
performance can be rewarded and immediate actions can be
taken to tackle to productivity issue faced by the low
performing employees (Grosse et al, 2016). In order to improve
the evaluation process following steps is needed to be taken:
· Monthly evaluation forms are needed to be filled on the part
of evaluation officials rather than depending on the annual or
quarterly reviews.
· Employees should also be given right to review the evaluation
ratings given to them and see the comments and remarks with
the view to minimize the possibility of any sort of injustice and
exploitation of employees.
· Ratings should be given on relative basis rather than absolute
basis. In other words performance ratings must be finalized
after having gone through a thorough comparison of
performance among employees working with the organization.
On the whole DHHS needs various reforms and changes in its
operational structure with the view to ensure quality delivery of
healthcare services and products. Particularly the performance
evaluation system is needed to be reformed in order to promote
more just reward mechanism within the organization. In
addition to this there is no need to privatize the agency because
it will increase the agency conflict among different stakeholders
associated with the agency. The unions working within agency
are planned to work for the betterment of employees and the
customers therefore the organization should not take any step to
hinder the representation of unions.

References
Salamon, L. M. (2015). The resilient sector revisited: the new
challenge to nonprofit America. Brookings Institution Press.
Drummond, M. F., Sculpher, M. J., Claxton, K., Stoddart, G. L.,
& Torrance, G. W. (2015). Methods for the economic
evaluation of health care programmes. Oxford university
press.
Obama, B. (2016). United States health care reform: progress to
date and next steps. Jama, 316(5), 525-532.
Grosse, S. D., Nelson, R. E., Nyarko, K. A., Richardson, L. C.,
& Raskob, G. E. (2016). The economic burden of incident
venous thromboembolism in the United States: a review of
estimated attributable healthcare costs. Thrombosis
research, 137, 3- 10.
3
Agency’s Public Personnel Administration 3
Evaluation of Agency’s Public Personnel Administration
Name: LaShanda Lewis
Date: 31 January 2017

Running Head: AGENCY’S PUBLIC PERSONNEL
ADMINISTRATION
Assignment 2: Assessment of Agency’s Populace Personnel
Organization, Part 2
Table of Contents
Revision of the Previous Assignment 3
Organizational Design 3
Worldwide Linkages and Personnel Management 4
Personnel Employment and Hiring Exercises 5
Workforce Skills Training 5
Enrolling and Training Suggestions 6
References 8
Revision of the Previous Assignment
Department of Health and Human Services (DHHS) is the
principal agency of the US government, which is accountable
for defending the wellness and wellbeing of people in the USA.
It adopts effective HRM policies and strategies to motivate its
employees and solve the issues related to professionalism and
motivation of employees. It has immense opportunities to serve
the people by ensuring the effective health service with high
quality to develop healthy, safe and supportive environment.
Organizational Design

The organizational design of DHHS’ human resource
management includes the office of secretary, operating
divisions and regional offices that are further classified into
different relevant functional departments. Therefore, it can be
stated that DHHS’ HR management adopt a matrix structure in
human relationship to the whole system, in which the reporting
relationships are determined as a grid or matrix rather than
hierarchy (Schaeffer, Schultz & Salerno, 2009).
It has acombination of functional departments with project
organization. In this, functional department like secretary,
office divisions and regional offices have a vertical chain of
command, while project organization, authority flows
horizontally for performing a particular task like research &
quality, food and drug administration, etc. (HHS, 2014).
The main strengths of this organizational design are effective
utilization of resources, better coordination across functional
departments, efficient information flow, better employee
relationship, and fast and effective decision making that helps
the agency to implement the strategic initiatives successfully.
Apart from this, in this design, staff members work
autonomously that enhances the motivation level of the
members and enjoy the work to serve the people (Kortmann,
2012).
But at the same time, this organizational design also has some
weaknesses related to overlapping of working structure, turf
battles, difficulty in determining accountability, internal
complexity and expensive to maintain and internal conflict that
can reduce the working efficiency and organizational
effectiveness significantly (Lengnick-Hall, et.al, 2009).
Worldwide Linkages and Personnel Management
DHHS has a global linkage by making effective personal
management to ensure the health care protection and serve the
people at international level. It provides a broad portfolio of
explore and conclusion support initiatives associated with the
environmental health and the health consequences of climate
change to its staff members to work for the global population.

In 2011, it has launched a global health strategy withprimary
domestic responsibilities (Bliss, 2014). This policy is followed
by its personnel to accomplish various objectives related to its
international engagement and develop a strong relationship
among world-wide and local health conditions.
In training and development programs, employees of DHHHS
are acknowledged to increase the wellness and well being of all
United States Americans and collaborate with other countries
and global organizations to improve the health of the global
community. Its global linkage is related to personnel
management because of its commitment and training
perspectives in the area of illness, police work, food and drug
safety, introductory research, and health finesse that shows a
linkage between global and local health challenges (Global
change.gov, 2014).
All the departmental people are selected and trained for overall
evolution and implementation of world-wide health policy and
plans. In addition, it has also a perspective of the agency’s
manager of world-wide affairs in its structure to link its
services with global health issues (CSIS.org, 2014). Personnel
Employment and Hiring Exercises
The major elements of DHHS’s human resource system’s aims
and exercises concerning the recruitment and employing of a
specified workforce are volunteerism, diversity and leadership
with innovation among the candidates. It conducts competitive
examining before selecting a candidate that includes a written
test, an evaluation of the individual's education and experience
and assessment of other required attributes as per position.
DHHS is looking for the people who are willing and capable to
accept the huge responsibilities for achieving its mission and
strategic objectives (HHS, 2014). This agency adopts both
internal hiring options by filling a vacant position within the
organization with current federal employees and external hiring
options by filling vacant position from outside the current
federal workforce.
Apart from this, the DHHS recruits and hires the qualified

workforce from various social and educational surroundings
into a range of different fields like health professionals,
scientists, biologists, researchers, computer engineers, budget
analysts, economists, managers and clerical specializers, and
medical scientist (HHS, 2014). With the help of this diverse
workforce, the agency is capable to access a wide range of
services to fulfill its objectives of ensuring quality of healthcare
to the global people and improve the satisfaction for millions of
individuals. Apart from this, another component of HR system’s
goals and practices regarding recruitment is leadership with
innovation because it looks for leaders and innovators, who can
provide the innovative services and inspire others to put an
effective impact on the public health at domestic and
international level (Fernandez, Cho & Perry, 2010). Workforce
Skills Training
DHHS’s approach to educating and plans allowed for for new
and current employees for the growth of knowledge,
accomplishments and overall competencies is an off-the-job
training method. In this training approach, the agency is looking
for the motivated students, graduates and health professionals,
who are interested to participate in these training programs. It
offers training in a wide range of topics and areas to achieve the
mission of protection of public health effectively. For this,
DHHS takes the training services from Agency for Healthcare
Research and Quality (AHRQ), Centers for Disease Control and
Prevention (CDC), Indian Health Service (IHS), National
Institutes of Health (NIH) and U.S. Public Health Service
Commissioned Corps Student Opportunities (HHS, 2014).
All these agencies are effective to provide better training to the
participants through their experts and professionals, who have a
depth expertise in their fields and share effective knowledge
and experience with the participants to develop their skills and
knowledge. In addition, this approach is also time saving
approach because due to recovering a short span of time. But at
the same time, this training approach has weaknesses related to
a reduction in employee efficacy, dependability, on training

agencies, high cost and the absence of actual work environments
that can reduce the effectiveness of these training sessions
(Saks, Haccoun & Belcourt, 2010). In addition, it is also not
effective to develop capabilities among the participants to
handle real challenges and issues at the workplace. Enrolling
and Training Suggestions
DHHS could go for improve in the fields of enrolling and
educating a specified workforce by adopting effective HRM
practices. It needs to adopt an effective advertising method to
attract and hire highly qualified employees, especially for hard-
to-fill positions. For making effective hiring advertising, it
could use effective internet and print adverting tools. There are
various internet options such as profession-specific niche web
sites and posting boards that would be effective to provide all
needed information regarding vacant positions to the applicants
and job seekers across geographical boundaries to maintain
diversified and talented workforce (NCDHHS, 2014). In
addition, print options like professional journals and newspaper
ads could be effective for the agency to advertise the job
positions to capture the audience of specific professional and
more access to the applicants.
On the other hand, for improving areas of training, DHHS could
use on-the-job training approach along with off-the-line training
through coaching, job rotation, mentoring, Job Instructional
Technique (JIT), apprenticeship programs and understudy like
assistant work to generally new and inexperienced employees
(Yankeelov, et.al, 2009). It would be cost effective and suitable
with organizational objectives, to serve the people effectively to
improve their health and wellbeing with better coordination of
working environment with learning and immediate supervision.
References
Bliss, K. (2014) Global Health within a Domestic Agency.
Retrieved from: http://csis.org/publication/global-health-within-

domestic-agency
Fernandez, S., Cho, Y. J., & Perry, J. L. (2010). Exploring the
link between integrated leadership and public sector
performance. The Leadership Quarterly, 21(2), 308-323.
Global change.gov (2014). Retrieved from:
http://www.globalchange.gov/agency/department-health-human-
services
HHS (2014) Retrieved from:
http://www.hhs.gov/about/orgchart/
HHS (2014) Retrieved from: http://www.hhs.gov/careers/
HHS (2014) Retrieved from: http://www.hhs.gov/strategic-
plan/stratplan_fy2010-15.pdf
Kortmann, S. (2012) The Relationship between Organizational
Structure and Organizational Ambidexterity: A Comparison
between Manufacturing and Service Firms. UK: Springer
Science & Business Media.
Lengnick-Hall, M. L., Lengnick-Hall, C. A., Andrade, L. S., &
Drake, B. (2009). Strategic human resource management: The
evolution of the field. Human Resource Management Review,
19(2), 64-85.
NCDHHS (2014) Retrieved from:
http://www.ncdhhs.gov/humanresources/hrservices/recruitment/r
ecruiting_strategies_advertising.htm
Saks, A. M., Haccoun, R. R., & Belcourt, M. (2010) Managing
performance through training and development. USA: Cengage
Learning.
Schaeffer, L.D., Schultz, A.M. & Salerno, J.A. (2009). HHS in
the 21st Century:: Charting a New Course for a Healthier
America. USA: National Academies Press.
Yankeelov, P. A., Barbee, A. P., Sullivan, D., & Antle, B. F.
(2009). Individual and organizational factors in job retention in
Kentucky's child welfare agency. Children and Youth Services
Review, 31(5), 547-554.

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