SSG_Trio Workgroup Job Requisitions 20260311 151518 Meeting Recording

ahead of time. Uh that's okay. But

that's okay. Um

and um you know if there's any other information then Caitlyn I'll I'll send you this and say like okay this is what our team needs to to know in order to best recruit

>> in order to um you know thinking start details any any information that would be beneficial for people to just have be able to track. We

can build out a full a full facility profile. Um I just I Sharon, do you want

profile. Um I just I Sharon, do you want me to give you what I have now for the base or do you want all information because when you build it, you just want to build it one time.

>> Yes. So I would say if it takes a little bit longer because whatever details you put in there, we will add into the setup. So, if you know, give us as much

setup. So, if you know, give us as much as you can, take a little bit longer to make sure you have kind of the bulk of what we want and then we can do one-off edits after that.

>> Okay. So, yeah.

>> And would I be able to as an administrator be able to add in facility information as we go and if it changes?

Yes.

>> Absolutely. Absolutely.

>> Perfect.

>> Perfect. So, this is um this is basically what I've got for uh KCK. And

again, we'll get the jobs list for um I uh you know I've been I I really want to be able to reverse engineer

funding um the tracking of funding and spend and so I've been doing a lot of research um

on how that plays out in a couple states um obviously we're going to have the district as as you know um as a system >> facilities are going to be school sites

and then units I think I'm I'm going to be doing funding source as well as the program and what that means is

school districts have to track funding.

So does it come from um idea or does it come from you know uh depending on the state basically just like an organizational or general education fund

usually idea is specific to special education. They also want to say okay

education. They also want to say okay where what is going towards general education and what is going towards special education.

>> And so some of that some states will say we'll have it really crystal clear and broken out by funding source. They'll

have more funding sources. Some will

just really have two or three because we're not doing Medicaid um right now.

But my thought is that, you know, for a general education fund, a lot of times the special education fund is just very minimal and and school districts have to

pull from the general education fund and push it to special education. That's

something that they're going to want to track that CFOs and and district leadership is going to want to say, okay, how much of the general education fund is going towards special education?

And >> so I'm thinking of having units, departments, because I know that's one of the same trail >> as like idea slash special education

>> organizational is what New Mexico calls it slash general education organizational is the funding source slash special education.

And so as we open because we we staff general education teachers. So I just um you know we might

teachers. So I just um you know we might not we might not have to get that granular but if we we end up spec like staffing special educ or general education teachers then that obviously

is going to be in that's two different programs um that we we need to prepare for. So I'm trying to think I'm trying

for. So I'm trying to think I'm trying to think in terms of expansion just in case.

>> So um >> one thing to not >> Yeah. So, one thing to note is we can

>> Yeah. So, one thing to note is we can set uh KCK up one way and then we could decide to set another school district up a different way. Um, and with those funding sources, I think and we'll set

up a separate call because I do know we have limited time with Caitlyn, but um because we have from we have what we call, you know, we have the highest level is a healthcare system group, then

we have a system, then we have facility groups, and then we have facilities, and then we have units. So we have lots of uh levels that we can use and leverage.

And then in addition to that, we also have um two other customizable fields.

We refer to them as OU1 and OU2. So

those are customizable fields that we can use for other things. Um and I think all of the different kind of uh categories that we need to capture,

we're going to be able to hit it within one of those groups. So I think a detailed just kind of like we can go into UAT and we can start like setting

you know take one facility isn't it or not facility one school as an example and we can like look at how with that breakdown and put all of those factors in and look at something and go do you

like the way that looks and so we can just do a one-on-one if you want and to talk through that amongst other things that we're going to need to talk through. So, is that a good plan?

through. So, is that a good plan?

>> Absolutely. And even um Caitlyn, even for the professions cuz Victoria kind of said, "Well, I guess you know, behavioral services that they said it

depends, you know, it depends." So, uh I don't know how I would put that as a professionally. And so, I started, you

professionally. And so, I started, you know asking um and researching like what do districts actually want tracked? And

it's more the function. So what what it's they they don't really track from my understanding, correct me if I'm wrong because you probably know this more so than I, but they don't really

track how much are we spending on related services. What they track is how

related services. What they track is how much is on student student support and how much is on instructional support. So

it's a position which related services is usually student support. It's nearly always

student support. It's nearly always student support services, but all of that is is it are they being instructional? Are they being an

instructional? Are they being an instructional support? Are they being a

instructional support? Are they being a student support? Or are they being a

student support? Or are they being a health service? And that's what they

health service? And that's what they essentially want to track from a budgetary standpoint. So I'm thinking of

budgetary standpoint. So I'm thinking of putting professions as function codes essentially >> and which should honestly relate all

related services and support like it's it'll it'll relate but um that's just from a high level how I'm thinking of of standing this up um and I'll share that

with with you before I of course give it to Trio for Casey K. Is there any other information that you need from us?

>> I have just some general questions. Um,

so with KCK, do you typically get all of your uh your postings, your positions that you need to fill for the next school year? Do those all kind of come

school year? Do those all kind of come at one time?

>> Um, how does that typically, you know, obviously this is a newer newer I know a bit about schools, but it's a newer space for Lauren and I to implement. So,

talk to me about how that typically looks. Do you already have templates for

looks. Do you already have templates for those types of postings? That's one of the areas that I wasn't clear on.

>> Yeah. So, a lot of the open positions are going to be based off of what um our current staff who renews. So, who renews their contract for next year. So, mainly

it's kind of just replacing at this point. They obviously they do still have

point. They obviously they do still have vacancies right now for teachers and for Sykes and a couple other disciplines, but the majority of it's just going to be replacing anyone that doesn't renew.

Um, so we typically start there and then you know after we get those numbers and a better idea once people sign their contracts then we kind of figure or if the district doesn't want anybody returning then we kind of determine how

many positions do they have left in each of the buckets and we have those positions posted constantly. So um we do have some you know turnover obviously in

some of these roles. So we keep um you know the positions posted for them permanently. So

permanently. So >> Okay. Okay. Perfect. And then

>> Okay. Okay. Perfect. And then

so Okay. So we can get job all those job details from you to go ahead and load into TRIO so that they're set from there. Um when you go in

there. Um when you go in so >> let's say it's a new district. You

you're going live with the new district.

You're getting all of those new jobs.

How today do those jobs get into your internal system? Is someone beep bop

internal system? Is someone beep bop boop doing this or is it okay?

>> It's kind of an archaic process. We So

the AE will write up like a job order.

It's in like a word document basically and then we send that out via email to our jobs team and then include like the recruiters or the clinical manager or anybody who needs to be involved with

seeing that information. And then our jobs team will actually physically go in, post it in smart surge and it goes out to all the platforms and then if anything needs updating, we actually

have to go to that jobs team to get it corrected in our system.

>> Um, I somewhere in in John's notes that y'all use job robotics. Do y'all not use job robotics?

>> No, that's something that I would like not we don't need that right now.

>> Okay. Um but you know as this grows and scales I know job robotics can integrate with smart um >> integrates the trio as well. So we

that's why I asked that >> all VMS systems. Yes I I implemented job robotics at my last company and did all of the the the coding and the mirroring into the applicant tracking system.

>> I had to do that once and it was not my favorite thing to do. So kudos to you.

Um okay I asked about that. asked about

that, Nicole. Um, I think you know the answer to that. We talked about that.

Um, okay. And then when we're thinking about who's going when we go live with the MSP for KCK, who's the what we call, you know, our relationship manager, is

it Caitlyn or you're responsible for that client? Will there there be other

that client? Will there there be other team members that are, you know, responsible for that client as well?

>> Yeah. So, so when Caitlyn's a vice president, so she's over, you know, um large territories. Um what we're going

large territories. Um what we're going we're not going to again disrupt anything for this school year. We're

just going to be um we have a a client services manager and all work to get the jobs open, all work to get the candidate profiles and um you know, get all of

that. So because he, you know, he has to

that. So because he, you know, he has to do a lot of upkeep right now just to maintain the semblance of an MSP. Um,

but next year we will we will have a pro we're going to hire a program manager to actually manage and be client facing as well as supplier facing. And it's

somebody who's going to work report directly to me and we're just going to I mean I think that's the best way to train is you just work have somebody work alongside you and mirror you.

>> Okay. So that's who's going to be managing the trio side and and Caitlyn I apologize. I didn't mean to demote you

apologize. I didn't mean to demote you there wasn't too.

>> She's gonna be making sure I'll fulfill it.

>> I do it all. It's fine. It's fine. I

appre Thank you. Um,

okay. So, we talked about jobs and then again I think I know the answer to some of these. We've talked about it before.

of these. We've talked about it before.

Uh, you know, once you have those positions, you're getting submissions for those positions. Is there are there times

positions. Is there are there times where the district is doing any sort of interviewing or you just making decisions on all of those? How does that work? So, the only positions we're

work? So, the only positions we're allowed to hire on our own are for the facilitators. Every other position they

facilitators. Every other position they do have to interview with the district.

>> Yeah.

>> Santa Fe will not be that. They love

that. They don't have to do a darn thing. We just hire.

thing. We just hire.

>> I wish it was that way with every district, but Yeah.

>> But KCK is interview process.

>> Yeah.

>> Okay. So, they do go through the interview process. But with that being

interview process. But with that being said, when we get to the new school year and are you are we expecting that KCK is

going to review those profiles directly in TRIO? Is that going to be the goal to

in TRIO? Is that going to be the goal to get that adoption of the text so that they're in the system and Okay. Yeah.

So this gives us a little bit of runway to get because again was be it's when we have so much fulfillment uh we'll be able to set up so much and

just get it get it operating and then over the school year be able to focus on orientation training where are their gaps in fulfillment let's build a

supplier panel out for them etc. >> Absolutely. And you said that with the

>> Absolutely. And you said that with the with this district you did have you do have agencies external agencies on boarded to support what >> yeah there there's a few of them but

they're very very minimal with what they have. I think it's like onesie twoosies.

have. I think it's like onesie twoosies.

Yeah. There's nothing nothing major.

Yeah.

>> Need to also secure engagement. Um, you

know, it it's also it's how it's a way to create engagement and buyin from outside suppliers.

>> So, we need to do that.

>> Do you charge them any sort of um fee today? Are those in when you move to the

today? Are those in when you move to the tech, will you be uh any agency?

>> They'll be at 5%.

>> 5%. Okay.

>> They'll be at 5%. Do Caitlyn, do you do you de um decrease their bill rate right now? Do you just give them a decreased

now? Do you just give them a decreased bill rate?

>> Yeah, I believe that's what they set up when they originally Yeah. did those

contracts. So I I think we are taking a small percentage right now, but yeah, we're going to run with the five. Yeah.

>> Okay, perfect. And are there I know the again know the answer, but validating there are there are never expenses, correct? It's all just straight hourly,

correct? It's all just straight hourly, no expenses. There there could be in

no expenses. There there could be in school psych, you know, there might I don't I'm I'm going to say in general, not necessarily for KCK, but there's mileage reimbursement expenses,

assessment um expenses, sometimes onboarding with badges. Um

>> and that wouldn't that wouldn't necessarily go through.

>> I think as far as the assessments, that was kind of um a big initiative for the district. we were trying to ask for

district. we were trying to ask for increases and then um they said that they would probably try to eat all the assessment costs on their own so that would be taken off of that um

>> but probably keeping our bill rates the same. Yeah.

same. Yeah.

>> Yeah.

>> So there is the possibility sometimes that there is >> Yes.

>> We'll get people going from facility to facility and they want to be able to expense their mileage reimbursement.

>> Yep. Okay. So, that's the largest one.

Um, >> I think that contract that that won't be a that won't be a fee.

>> I was I was going to go double check that after the fact because that is something that I have to set up on my side if there are fees on expenses and uh sometimes that uh people don't

negotiate that out. So, kudos um to you.

>> Yeah, I saw that the and expenses and I was like, "Oh, look.

Well, that just is a path a pass through. To me, that's always been in in

through. To me, that's always been in in my decade of staffing. It's just

>> just pay the candidate what they what they they paid and let's be done.

>> Yep. I agree. Pass through. Okay,

perfect. And then Caitlyn, I know we are at time with you um if you need to drop, but I do appreciate you joining for as long as you could.

>> Yeah, thank you. And if you guys have any other questions that come up um Leah that you're not able to answer, just ping me for sure. I'll send you all the facility stuff and I, you know, I'm I'm

trying not to, you know, um, disrupt you on that and just >> see what I can pull from chat also and then verify so it's not, you know, I'm just not verifying anything. But I'll

send all of that to you.

>> Awesome. Thank you guys.

>> Thank you. Have a good afternoon.

>> Bye.

>> Okay. Um, so Leah, a couple of questions for you since we still hopefully we still have you for a little bit longer.

>> Oh, yeah. I'm here.

>> Um when I know we had messaged about potential job types and so what were the

job types that you were thinking that we this is some examples of the different job types that you typically get um that we would want to track.

>> Oh, and I can stop sharing. I don't

still sharing. Sorry. Um

I we don't want tend to hire >> I would say that because um we we accept to be able to renew year out over year on retain ownership of candidates. So if

we do any type of um hiring that's usually after two years >> um ideally within the contract. So

that's something that we don't want to necessarily broadcast. So we just do

necessarily broadcast. So we just do contract. I would like to set up direct

contract. I would like to set up direct hire. It's not something our company

hire. It's not something our company really does um because districts really just >> if they're going to hire they they're

just going to hire essentially um assessment only.

>> Okay.

>> And evaluation only.

And then per we'd liked as well because again the goal is to be able to pull that business and then okay perdm evaluation only

assessment only direct hire contract okay perfect so so when you think about it when we're going into your environment um it is a blank slate for the most part

it's pretty much a blank blank slate there are a few things I know Lauren's over there going no it's not there are a few things that automatically pull in um and you know we'll deactivate anything that does pull over that you don't want

to use Um, and then we'll re we'll create those new uh those new job types for you. Um, and then when we think

for you. Um, and then when we think about the UAT environment, we're going to set up access for you to

have access to the UAT environment. And

then we'll need to just anybody else like who else is going to are you going to want in the UAT? We

don't want to be disruptive or noisy, right? So, we don't want to just, you

right? So, we don't want to just, you know, start give people access that you don't want in there. So, do you know off the top of your head? Um, anybody else that you would want?

>> Yeah. So, we're going to want um Melissa or non um our compliance director of compliance. A R N O N E.

compliance. A R N O N E.

Um and then Aaron Tobler, T O L. He is

he is a compliance lead and he's been essentially selected as the the MSP compliance person. He's going to be my

compliance person. He's going to be my guy for compliance. So he's going to be the one not just credentiing and uploading but reviewing and ensuring

ensuring compliance uh with auditing and such.

>> Perfect. And you does Caitlyn need access to that environment at all? Just

it's again it's just sandbox. Do you see any?

>> So I'm I'm going to need to get um Oh, for the actual sandbox or for KCK?

>> Um so what I'm I'm talking about just sandbox right now. Anybody you would want to give that opportunity to get logged in and who's going to maybe review setup stuff because everything

that we do in sandbox we will ultimately move into production. So,

>> um, >> um, let me double check from, you know, I'm sure our payroll manager,

Andrea, who's on um, you should have her email. She's on one of the work the

email. She's on one of the work the payroll work groups. And then um, Christine um, Putnham Putney um, you know, will also need to be in there.

And then she's got a she's got her right hand Lana Leanne, sorry. Um I just I just found out, you know, about accounts pay accounts payable in our in our

company. You know, they they haven't

company. You know, they they haven't seen the tool yet. And

I I thought Casey did it all. I'm sorry.

I'm so sorry. Um so I'm learning I'm still learning people. But um let me let me verify. Is that going to be where we

me verify. Is that going to be where we essentially test and set up and then you

put it live in the actual trio?

>> We will set up small sections, right?

We're not going to set up every data point in UAT. We're going to take maybe two facilities. We we will probably

two facilities. We we will probably import all your profession, specialties, things like that. Um but we'll just want a couple of examples. Yes. That we can run through. So very very small um

run through. So very very small um subsection of your data.

>> Okay. Even for and all of the processes.

So all so you're going to want to be able to show the compliance within their credentiing as well as the timekeeping and invoicing.

>> Okay. Casey

>> Casey will want to um Casey and Anthony.

They're on our finance team and within the finance work group.

>> Perfect. Perfect. So we will um as we move through I mean we don't have it ready for them to even log in there yet but we just want to kind of start putting that list together so we have it

ready to go um and which we should have some of that stood up next week even with just some you know dummy data in there um so that we have something to start looking at. One of the next calls

that we need to have with you specifically is to start going through the system configuration and tenant settings. So, we'll probably

settings. So, we'll probably set up a 1 hour call and see how far we get. And the thing when we do that is

get. And the thing when we do that is we could set it up today and say these are the job types that we want. But then

tomorrow you could think about it and go, "Yeah, that's actually not what what I want." And we can change it and we can

I want." And we can change it and we can edit it. So I don't as we go into that

edit it. So I don't as we go into that call um I mean I think it's going to be we want to capture as much as we can and then we can always modify you know as we move

through the rest of the process. So um

that will be the next call we need specifically with you and anybody else that you would uh want to be participate in that. But again it's going to be

in that. But again it's going to be system configuration which job types um reason codes things that we're going and you have that list. I think we shared that list with you of all the things and

we're going to just go one by one through each of those and uh we and we will set you as the system administrator. Is there going to be

administrator. Is there going to be anyone else that you would want to be a system administrator in addition to you?

>> A noop.

>> A noob. Okay.

>> Yeah.

>> Uh, you always have a an actual IT administrator on behalf of the whole company no matter what.

>> Um, what else did I have? Wait access

we'll get you the template for and we're going to send you a template for the data we need for the transition provider or >> I'm going to say use the wrong terminology but know that I know we

>> call okay.

>> Yeah. No, we call them providers.

>> So we will get you just a list of it'll be a template but if you send it and it's you know this column's here and that column's there doesn't matter. we

just need the data so we can uh work on that and um and that was it. I mean I think there's no tech today being used for the

job. There's no VMS tech that you're

job. There's no VMS tech that you're working with the district today. Um you

know typically when we're talking to clients that's a piece of this conversation. It's you're manually

conversation. It's you're manually entering the jobs today or they're being manually entered by a team there. Um so

they're you know introducing the tech will be a new process long-term obviously to be the most efficient as we move into that next phase you know where we will definitely definitely look at

the job robotics integration because that will take the time out of someone's day um you know from having the kind of that other data entry aspect of it um

and so yeah for this call oh I was I do have just the standard workflow that I'll

send you this deck. Um this is the the highlevel just overall kind of TRIO standard workflow of typically which I know this won't be the process but a

district would typically submit their jobs via TRIO would they would get posted there the MSP team would you know receive it review those details you know they may have gotten the job in TRIO

they could have gotten it by email if it was by email the SSG MSP team is there a name for the the program itself. I have

everything just as SSG. Is there going to be a >> are we are rebranding um into a different name? No, we're going to

different name? No, we're going to actually are this company we acquire um we acquire a lot of you know small

and mid-level education specific staffing companies.

And so we have um a great team that really builds brand and you know gets everybody aligned under this SSG brand.

And so we're we we're wanting to put the full force of our brand behind the MSP.

So it'll just be the SSG MSP team then would kind of take these actions in TRIO. they're going to distribute those

TRIO. they're going to distribute those jobs out to whatever agencies whether it's just the SSG internal brand whether it's internal and external you know they're going to manage that um then as

they those agencies submit the the contractors then those would be reviewed then go out for interview I mean this is just that typical workflow the SSG team

will coordinate those interviews uh you know via email and then the district will complete that interview submit an offer make the offer to the uh via trio.

Your team would then present that offer to the agency vendor and uh then once they accept it, then you're going to move into that create that assignment confirmation and move on to the uh

compliance phase. And I'm going to

compliance phase. And I'm going to change that word to compliance instead of credentiing. Um and then the agency

of credentiing. Um and then the agency would upload any compliance documents that were um so this is just that standard workflow. I'll share this with

standard workflow. I'll share this with you. Um, and then we can, you know, if

you. Um, and then we can, you know, if we need to modify this to represent specifically KCK, then we can do that.

Um, you know, just based upon the direction that you give us. So, I'll

send that out.

>> That'll be what the workflow will go into. And again, I'll just have to

into. And again, I'll just have to bypass things for the remainder of this school year.

>> Yep. So, the district is going to be none, you know, just of >> Absolutely. Absolutely. So, we won't

>> Absolutely. Absolutely. So, we won't even set So, when you think about the district side, right, they won't have any users set up or anything. So,

they're not going to, you know, erroneously receive a notification or anything along those lines. We're going

to have the the time to just make sure that your team's ready to go and you have the processes worked out and um you know, if we run into any roadblocks, we'll just have to figure those

roadblocks out together so that long term that you're ready to go. Oh, one

last thing and then I'm going to I'm going to give you a few minutes back in your day hopefully. Um,

when we talked with An last week, he talked about the two different um, hold on, the two different SSO, the two different tenants for SSO. But I

think by the time we got to the end of that conversation, the contractors wouldn't be accessing TRIO directly. And

it sounded like all of the SSG like corporate users are underneath the same tenant. And did I hear that correctly?

tenant. And did I hear that correctly?

>> Yeah.

>> Okay.

>> Okay.

>> So, um, essentially SSG, we have a lot of different teams, not just recruiting teams, but our

account management teams are tied to the recruiting teams. So when we segregate out a a profession essentially then that

segregates out the account management and client services within that even up into our sales. So the MSP is really going to be great for to kind of get

alignment and a full more holistic approach. Um

approach. Um >> but I will have you know I could have

um one two three four just from a baseline five different SSG client service managers supporting

a district. Um, yeah.

a district. Um, yeah.

>> And you know, I'm going to obviously want to be able to as long as the district allows, let's just let's build a rate for everything. You don't have to need it. You don't need it. If you don't

need it. You don't need it. If you don't need it, you don't need it. But let's

get it established so if if we need we're not going to have to create additional work, you know, we'll see.

Um, and and so so we're not doing multiple kind of addendums for rains and things like that. And so, um, I want to get all of the teams for the district

set up. Um but for a case for TCK we all

set up. Um but for a case for TCK we all a lot of our teams um I would I would except for nursing uh that's the only team that's not supporting KCK

currently. So we've got three or I

currently. So we've got three or I believe three different um client service managers that will be um

submitting profiles to KCK based on the profession or um individual specialty.

So, but that will all be >> internal SSG, our um our one. And then

all of our shared services. So, Aaron,

as I mentioned, and Melissa from compliance um our payroll and finance teams, they'll I would like them to have their own um sign on >> as well,

>> but they don't need it per supplier, you know, they're they'll just be overall for SSG shared services. So

likely those users we will give them MSP access so that they will just have access to all of it and we could still set the individual teams up as different

agencies but then the team members over compliance can just log directly into the MSP side of things and based on the roles and permissions we give them then

they can take all the actions because they'll likely need more action um or more access than an agency view would give them. So

give them. So >> correct. Yeah, that's how I And would

>> correct. Yeah, that's how I And would that still all be one tenant? I'm not

sure. So you know what what exact exactly would be defined as a tenant essentially.

>> So yes, that's all underneath your tenant. So your environment is one

tenant. So your environment is one tenant. You um and the MSP has

tenant. You um and the MSP has visibility to all of everything that's in the within the tenant. And then on the client and the agency side, we

reduce obviously you know what what they have visibility and access to. So

>> Okay. Okay. And they would have single sign on into our tenant but for their own instance.

>> Yes.

>> Okay.

>> Yes. Yes. Yes.

>> Tenant instance. Got it.

>> Exactly. Tenant instance. We use those interchangeably. Um can we look at your

interchangeably. Um can we look at your schedule for um the next two days are crazy busy.

Monday do where you have a one-hour block to start talking through.

No, I'm I'm open. Um I was, you know, thankfully I'm I'm no longer supporting any districts, all of that. And I just I delegate all the emails I get. I'm like,

I'm sorry, this goes to this person and let's get this off. So, this is my full full priority. Um, I just am not

full priority. Um, I just am not available at 11:30 central time.

>> Okay. So, I'm going to put this from 1 to 2 central. Does that work?

>> Yep.

>> And fun one. This will we'll get into the meat of it. We can talk about the the setup of the client. Um, and we can really dig into what you're looking. We

have we just have so many different options. And I think the things we just

options. And I think the things we just really have to ask ourselves are dependent upon who the user is in the system, do they need to see that data in the grid? Do they just need to be able

the grid? Do they just need to be able to report on it at the end of the process? So dependent upon how we set

process? So dependent upon how we set something up. Um

something up. Um I guess those would be the two two key questions. All of those other kind of

questions. All of those other kind of elements, do they need to see it on the grid they're looking at and or do they need to be able to report on it? So

those would be the two things to ask ourselves. And as you're putting that

ourselves. And as you're putting that hierarchy or that facility list together, you know, any additional uh identifiers that are associated with that facility, you know, you can just

list them out um and we can play with that as we start that conversation.

>> And I did have a question about the hierarchy um trio's hierarchy. So for

instance, um is the job type Is that a hierarchy to profession or are are they you know if can I are they just

non-relatable essentially it's non relatable. You

select it when you post the job. So,

whoever posts the job, they're going to select what type of job it is and then put those details in and then it is selectable from a reporting perspective

and everything that was, you know, pushed through for that job type then you would be able to pull reports on that.

>> Okay, wonderful. Obviously, profession

and specialty is a hierarchy, but I just wanted to make sure if >> profession was dependent upon anything else or because I'd rather not have to

duplicate >> um several trees and branches. I'd

rather you know like is it there's the facility? It doesn't matter.

facility? It doesn't matter.

>> Um it's not like it's going to profession is not based on any facility that'll be overall. It's not It'll be based, I'm sure, on clinical versus nonclinical versus allied

>> or is there no hierarchy?

>> They're not. Those things are set.

They're all set. When you se when you create the job posting, you're selecting, you know, um whether it's clinical, nonclinical, you're selecting whether it's, you know, uh what that job

type is. Those are all selections

type is. Those are all selections through the job posting process. That's

one reason that um uh kind of copying jobs over, we kind of set that template so that someone's just copying that over versus um dependent upon the users,

right? You know, I think a lot of it's

right? You know, I think a lot of it's pretty straightforward. You know what

pretty straightforward. You know what those things are. Um but you definitely want to make sure that all of those selections are right when the job is posted. Um because if you get too far

posted. Um because if you get too far down the path with it, it's you can't necessarily undo all of the kinks. Um,

so but yeah, we can definitely talk through that as we kind of go through some of those configurations.

>> That that's helpful because I wanted to see if you know in hospitals are really the only arena that need clinical versus allied because

nursing is so large. clinical really is just synonymous with nursing um almost right and then it's everything else

>> allied but non-healthcare nonhosp staffing it's clinical or hospital >> right >> for the most part and so um I'd like to

keep it simple and just be able to have >> you know if all you know if any of our roles even our therapy roles they're clinical and then are more instructional

support or nonclinical versus having to adhere to hospital while a therapist is allied. Um, will we have and it's it's

allied. Um, will we have and it's it's not >> it wouldn't make a big difference either way like you know that's so minimal in the grand scheme of things but would we

be able to do that to where we just are using we're not having to use ally for >> they do select no you have to select either when it comes to those three

options nursing allied or nonclinical they will have to select I mean that those are not configurable >> but will I be able to say okay my clinical profession. My clinical

clinical profession. My clinical positions are the therapists and nursing.

>> No, it's it's you have to when you create the job, you say this is allied and then you still select the profession

specialty as you go to post that job.

>> Okay. So, but we're going to have to we're going to have to adhere to what trio defines allied versus

>> clinical.

Say that one more time. So,

when you select the allied as the um I'm going to say division because the word escaped me. Um when you select allied as

escaped me. Um when you select allied as a segment, thank you. You could whatever you then choose to put it select for profession specialty it won't stop you.

So if I say this is allied but then I pick a a pair of professional trio would let you put those two things together and post that job.

>> Perfect.

>> Okay that's that's basically one I wanted to to know. Is there a hierarchy?

Do I have to tie specific specialties and position professions to a predefined you know, double check.

>> So, I want to be able to just select clinical.

>> Yeah. Specialist

>> and then select whatever profession and all of the therapist I want. I don't want to have to select allied for a therapist.

>> Yeah.

>> Okay. Lauren, was there anything else to add?

>> Am I understanding?

>> No. Yeah, but I was just going to agree.

There is no configuration specifically tying them together. We'll build out separately

together. We'll build out separately professions, link uh build out specialty and link that to a profession. Those are

the only two that are tied together but can be revised and enabled or disabled.

And then the three sets um uh nursing allied nonclinical like Sharon said then would be selected per job.

>> Okay. Okay. Perfect.

>> We have meeting set up for Monday and we have the compliance call tomorrow. So,

we will uh jump on there and I'll see you then.

>> Thank you. I appreciate it.

>> Perfect.

>> Thank you.

>> We'll see each other a lot the next couple. So, bye. Bye.

couple. So, bye. Bye.