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Vendor : Exin
Exam Code : EX0-003
Exam Name : Managing Succesful Programmes Foundation
Questions and Answers : 112 Q & A
Updated On : April 17, 2019
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EX0-003 Questions and Answers

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EX0-003 Managing Succesful Programmes Foundation

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EX0-003 exam Dumps Source : Managing Succesful Programmes Foundation

Test Code : EX0-003
Test Name : Managing Succesful Programmes Foundation
Vendor Name : Exin
Q&A : 112 Real Questions

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a way to construct a success BYOT™ DR programs | killexams.com Real Questions and Pass4sure dumps

a brand new white paper from AutoGrid indicates how electric powered utilities can build a hit demand-response (DR) concepts through valuable use of deliver Your own Thermostat courses.

The document, “Demand Response and BYOT™: figuring out BYOT and the cost it brings to utilities,” is a pretty good introduction for utilities trying to scale their DR efforts. The paper not only describes how smartly-finished BYOT classes spread advantages throughout the cost chain, however also lays out the nitty-gritty of how to do it.

“Utility managers have turn into annoyed with the standard thermostat programs on account of their charge and complexity,” says Sadia Raveendran. “the brand new BYOT courses cling tremendous promise, but the key to creating them work is to provide cost discounts whereas making it effortless for all stakeholders to participate.”

providing value to all stakeholders

The white paper describes how neatly-finished BYOT courses convey price to the 4 stakeholders within the price chain: utilities, usual equipment producers (OEMs), energy-functions suppliers, and the conclusion-purchaser.

“What utilities like is that a good BYOT software can extract dispatch-grade power from wise thermostats at the lowest can charge,” says Sadia Raveendran. “on the identical time, they’re engaging their customers in a extremely sufficient program without the hassles of advertising and marketing and administering the software.”

4 constructing Blocks of Success

building a BYOT initiative requires a comprehensive approach, says [AG spokesperson]. “We’ve developed four building blocks that lay the basis for a a success conclusion-to-conclusion application.”

The four building blocks are market, materialize, measure and manage.

The advertising stage is all about designing the program, focused on the correct customers, developing the marketing campaign and enrolling consumers.

Materializing ability turning enrolled contraptions into reputable, dispatchable belongings.

holding consumers is all about making their experience seamless and easy. That requires amazing measurement and verification strategies. “by at once showing consumers how much power and funds they’ve saved, they’re extra more likely to reside engaged within the software,” says Rahul Kar.

The closing BYOT constructing block is managing the contractual and dealing relationships between all the stakeholders. With turnkey BYOT courses, an power capabilities issuer grants the platform and connected smart thermostats capable for dispatching. Or, the utility can select a build-own-function mannequin, the place it orchestrates all the relocating elements with the stakeholders.

Crunching the numbers

How do you measure BYOT price? the use of an all-inclusive charge-and-benefit analysis on a base case, the paper’s authors posit the gross and web financial price of a BYOT program to a utility. What’s clear is that greater earnings come from controlling charges, getting high ranges of customer enrollment, sustaining engagement and minimizing client churn charges. And that, in turn, takes discovering the right set of stakeholder companions for all 4 of the constructing blocks.

The white paper offers improved depth on the success components of BYOT courses. as an example, it’s critical to set up a application software that's OEM-agnostic. This avoids locking in anyone manufacturer’s product and guards towards technology obsolescence. The capability to join with many product brands also gives utilities a larger pool of goal purchasers to delivery with.

a good BYOT software simplifies the purchaser journey. as an instance, buyers can effectively pre-qualify, enroll and sign in for obtainable rebates with a sequence of clicks in a utility-branded portal. And don’t discount the importance of communication all the way through the customer journey. When utilities dwell in touch with purchasers before, during and after a DR adventure, it will pay off in higher ranges of participation, engagement and retention.

“increasing enrollment and engagement levels deliver a net high quality affect on value to utilities,” says Chris Sternberg. “That makes it necessary to deliver a seamless consumer adventure.”

DRMS may still supply Flexibility

All of that's enabled by using a sturdy demand-response administration system (DRMS). “deciding upon a application issuer to your BYOT program should still be pushed via platform flexibility, now not by a customized solution for anyone OEM category,” says Chris Sternberg. “You wish to create a pathway for scalability to all consumer courses and machine kinds.”

It’s a virtuous circle. The appropriate DRMS, combined with professional execution of the 4 constructing blocks of a BYOT application, maximizes the number of thermostats enrolled on the lowest per-megawatt charge for the utility. That makes it convenient to outsource recruiting and marketing to the energy carrier company and device OEMs. In turn, extra valued clientele are satisfied, leading to bigger levels of retention and recruitment of latest customers.

To read the entire white paper, Demand Response and BYOT™: understanding BYOT and the price it brings to utilities, click on right here.


How smartly Do office health programs Work? | killexams.com Real Questions and Pass4sure dumps

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a large new analyze finds combined effects for the effectiveness of courses aimed toward motivating healthful habits — reminiscent of extra exercise and greater meals — among employees. Erik Isakson/Getty photographs/Tetra images RF cover caption

toggle caption Erik Isakson/Getty photos/Tetra photos RF

a huge new look at finds blended consequences for the effectiveness of courses geared toward motivating healthful behavior — reminiscent of greater exercise and stronger foodstuff — among personnel.

Erik Isakson/Getty photographs/Tetra pictures RF

workplace wellness courses — efforts to get people to drop some pounds, consume superior, stress less and sleep extra — are an $8 billion business in the U.S.

Most tremendous employers present some class of health software, with growth fueled via incentives in the federal least expensive Care Act.

however nobody has been certain they work. quite a few studies through the years have supplied conflicting consequences, with some displaying savings and fitness advancements whereas others say the efforts fall brief.

Many experiences, youngsters, faced a few barriers, such as failing to have a assessment neighborhood, or figuring out even if individuals who register for such health programs are someway more healthy or more encouraged than those who do not.

As Insurers Offer Discounts For Fitness Trackers, Wearers Should Step With Caution photographs - health news As Insurers offer coupon codes For health Trackers, Wearers should still Step With warning

Researchers from the university of Chicago and Harvard can also have overcome some of these barriers with one of the crucial first significant-scale stories to be peer-reviewed and employ a randomized controlled trial design. They published their findings Tuesday in the clinical journal JAMA.

The scientists randomly assigned 20 BJ's Wholesale membership outlets to offer a well being software to all personnel, then compared outcomes with a hundred and forty stores that didn't.

The huge-container retailer employed well-nigh 33,000 laborers across all one hundred sixty clubs all the way through the check.

The wellbeing program consisted of asking collaborating workers to fill out a fitness chance questionnaire, have some clinical assessments, such as blood drive and blood glucose, and take up to eight courses on issues similar to food and exercise.

Workplace Wellness Plans Offer Big Incentives, But May Cost Your Privacy shots - health news place of work health Plans offer huge Incentives, however may additionally cost Your privateness

After 18 months, it turned out that, yes, people taking part within the health classes self-pronounced more healthy conduct than those not enrolled, such as exercising extra or managing their weight more advantageous.

but the efforts didn't outcomes in variations in fitness measures, reminiscent of greater blood sugar or glucose tiers, how a good deal employers spent on health care or how regularly employees ignored work. Their job performance and the way long they caught round of their jobs also seemed unaffected, the researchers say.

"The optimistic interpretation is there is not any approach we are able to get improvements in health or more productive spending if we do not first have alterations in health habits," says Katherine Baicker, dean of the Harris school of Public coverage on the school of Chicago, and one of the vital study's authors. (Dr. Zirui track, an assistant professor of fitness policy and medication at Harvard scientific college, changed into its co-writer.)

"but if employers are offering these classes in hopes that fitness spending and absenteeism will go down, this look at should give them pause," Baicker says.

The study comes amid widespread activity in health courses.

Athlete-Turned-Trucker Works To Improve Truckers' Health pictures - fitness news Athlete-turned-Trucker Works To improve Truckers' fitness

The Kaiser family unit basis's annual survey of employers found that 53 p.c of small establishments and 82 % of massive organisations present a program in at least one of those areas: smoking cessation, weight management, and behavioral or culture change. (Kaiser health news is an editorially unbiased software of the basis.)

Some programs are simple, providing reward cards or different small incentives to fill out a fitness risk assessment; take a lunch-and-learn class; or join a fitness center or walking group. Others are way more invasive, asking employees to file on a variety of health-related questions and roll up their sleeves for blood exams.

a couple of employers present financial incentives to employees who definitely reduce their risk components — reducing high blood drive, as an example, or reducing tiers of dangerous cholesterol — or who make concerted efforts to participate in programs that could assist them reduce these chance components over time.

The low-budget Care Act allowed employers to present fiscal incentives price as much as 30 p.c of the cost of medical health insurance — that led some employers to entice employees with what may amount to lots of or even hundreds of dollars in discounted assurance premiums or decreased deductibles.

Such huge monetary incentives resulted in courtroom challenges about even if these programs are in fact voluntary. The outcome of such circumstances remains unclear — a decide has asked the Equal Employment probability commission to revise the guidelines governing the courses, however these revisions are not anticipated to be published this yr.

within the analyze pronounced in JAMA, the incentives have been modest. individuals obtained small-dollar present playing cards for taking wellness lessons on subject matters comparable to nutrients, pastime, disorder management and stress handle. complete capabilities incentives averaged $250. About 35 % of eligible employees on the 20 participating sites achieved at least one module.

effects from those people — together with attendance and tenure information, their self-suggested health evaluation and results from lab blood tests — had been in particular in comparison with equivalent reports from 20 fundamental evaluation websites where worker's had been no longer provided the health present cards and classes. standard employment and health spending data from all worksites were blanketed in the look at.

well being software providers say details depend when when you consider that whether efforts may be a success.

Jim Pshock, founder and CEO of Bravo wellbeing, says the incentives provided to BJ's employees may now not were massive ample to spur the types of large alterations needed to have an effect on fitness results.

quantities "of under $four hundred often incentivize things people were going to do anyway," Pshock says. "or not it's comfortably too small to get them to do issues they weren't already enthusiastic about."

An accompanying editorial in JAMA notes that "traditional, extensive-based classes just like the one analyzed by using music and Baicker may lack the quintessential intensity, length, and focus on certain employee segments to generate significant outcomes over a short while horizon."

In different words, don't quit utterly on health efforts, but agree with "greater targeted methods" that center of attention on particular people who have better risks, or on "fitness behaviors [that] may additionally yield better fitness and economic benefits," the editorial suggests.

It could be, the analyze acknowledges, that 18 months is rarely ample time to music such discount rates. So, Baicker and track also plan to submit three-year outcomes once they're finalized.

still, identical findings have been lately reported by way of the institution of Illinois, where people have been randomly chosen to be provided wellbeing programs. This analyze, posted in 2018 with the aid of the countrywide Bureau of financial research, concluded that the workplace wellness program didn't cut back fitness care costs or exchange health behaviors.

in a single wonderful factor, that look at discovered that wellbeing-application members had been seemingly already more healthy and extra encouraged, "hence a first-rate advantage of these classes to employers can be their expertise to attract and preserve fit workers with low clinical spending," the authors write.

each person involved in gaining knowledge of or conducting wellbeing concurs on one issue: changing conduct, and getting americans prompted to participate at all, may also be problematic.

Steven Aldana, CEO of WellSteps, a well being application vendor, says that for the efforts to be a hit, they have to cut across many areas — from the meals served in company cafeterias to including spouses or giant others in helping americans stop smoking, consume improved or exercise extra.

"behavior is greater advanced than easily taking a number of health modules," Aldana spoke of. "it's a life-style matrix or sample you need to undertake."

Kaiser health news is an editorially impartial, nonprofit application of the Kaiser household groundwork. KHN is not affiliated with Kaiser Permanente.


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Managing Succesful Programmes Foundation

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Managing Successful Programmes (MSP®) foundation | killexams.com real questions and Pass4sure dumps

Summary

Managing Successful Programmes represents proven Best Practice programme management.

MSP is a framework for successfully delivering large scale, so called, transformational change through a dossier of related projects and related activities to make the change ‘stick’.

Whilst not being prescriptive it is very flexible and designed to be adapted to meet the needs of local circumstances. It provides an adaptable route to facilitating change and reaches its ultimate objectives by bringing together the key elements of governance themes, together with transformational flow processes, all underpinned by common sense principles to enable success.

Who should attend?

The course is aimed at anyone who wants to achieve the MSP foundation level qualification.

  • Newly appointed Programme Managers who may have a background in managing projects but have not previously operated in a transformational change environment
  • Senior Managers who will ‘sponsor’ the change, or perhaps be held accountable for its success
  • Operational Managers charged with embedding the change in their area
  • Operational staff undertaking a role in the programme or related projects
  • Programme office staff (PMO) wishing to build upon their project management knowledge
  • Experienced Project Managers
  • Those seeking a professional qualification in programme management.
  • How will I benefit?

    The MSP guidance benefits the organisation and the individual alike.

  • Upon completion of the course, you will be a more effective member of a programme team, understanding how your role fits into the wider picture, and how you can help contribute more effectively to the realisation of strategically aligned benefits.
  • By helping to correctly manage a programme your organisation can reduce the level of risk involved and protect your investment in change. The MSP guidance provides you with the framework to effectively manage transformational change, ensuring it’s governance themes and processes are applied appropriately to suit your organisation’s circumstances.
  • The MSP Foundation e-learning is accredited fully prepares you for the Managing Successful Programmes (MSP) Foundation examination.
  • Contributes 20 CPD hours

    About the Managing Successful Programmes (MSP®) foundation

    If purchasing the exam, we will give you a voucher to book the exam with an Institution partner on a date of your choice. You can sit the exam remotely at your office or home (camera and microphone required).

    Option 1 – eLearning and online exam voucherThis option includes six months of access to the eLearning and an exam voucher to sit the accredited Managing Successful Programmes (MSP®) foundation exam.

    Price: £560 + VAT (you can add the associated text book in hard copy for an additional £65) (discount for members available)

    Please note, exams are hosted by a partner of the Institution.

    Option 2 – eLearning onlyPrice: £315 + VAT  (you can add the associated text book in hard copy for an additional £65)

    Six months of access to the eLearning module.

    We offer in house training

    Tell us your team's CPD needs and we'll come to you with a specialised training programme, customised for your engineering sector.Contact our advisors if you need help finding the most appropriate training for your team.


    Workplace Wellness Programs Barely Move The Needle, Study Finds | killexams.com real questions and Pass4sure dumps

    This article was first published on Tuesday, April 16, 2019 by Kaiser Health News.

    By Julie Appleby

    Workplace wellness programs have become an $8 billion industry in the U.S. But a study published Tuesday in JAMA found they don't cut costs for employers, reduce absenteeism or improve workers' health.

    Most large employers offer some type of wellness program — with growth fueled by incentives in the federal Affordable Care Act.

    A host of studies over the years have provided conflicting results about how well they work, with some showing savings and health improvements while others say the efforts fall short.

    Many studies, however, faced a number of limitations, such as failing to have a comparison group, or figuring out whether people who sign up for such wellness programs are somehow healthier or more motivated than those who do not.

    Now researchers from the University of Chicago and Harvard may have overcome these obstacles with one of the first large-scale studies that is peer-reviewed and employs a more sophisticated trial design.

    They randomly assigned 20 BJ's Wholesale Club outlets to offer a wellness program to all employees, then compared results with 140 stores that did not.

    The big-box retailer employed nearly 33,000 workers across all 160 clubs during the test.

    After 18 months, it turned out that yes, workers participating in the wellness programs self-reported healthier behavior, such as exercising more or managing their weight better than those not enrolled.

    But the efforts did not result in differences in health measures, such as improved blood sugar or glucose levels; how much employers spent on health care; or how often employees missed work, their job performance or how long they stuck around in their jobs.

    "The optimistic interpretation is there is no way we can get improvements in health or more efficient spending if we don't' first have changes in health behavior," said one study author, Katherine Baicker, dean of the Harris School of Public Policy at the University of Chicago. (Dr. Zirui Song, an assistant professor of health policy and medicine at Harvard Medical School, was its co-author.)

    "But if employers are offering these programs in hopes that health spending and absenteeism will go down, this study should give them pause," Baicker said. 

    The study comes amid widespread interest in wellness programs.

    The Kaiser Family Foundation's annual survey of employers found that 53% of small firms and 82% of large firms offer a program in at least one of these areas: smoking cessation, weight management and behavioral or lifestyle change. (Kaiser Health News is an editorially independent program of the foundation.)

    Some programs are simple, offering gift cards or other small incentives to fill out a health risk assessment, take a lunch-and-learn class or join a gym or walking group. Others are far more invasive, asking employees to report on a variety of health-related questions and roll up their sleeves for blood tests.

    A few employers tie financial incentives to workers actually lowering risk factors, such as high blood pressure or cholesterol — or making concerted efforts to participate in programs that might help them do so over time.

    The Affordable Care Act allowed employers to offer financial incentives worth up to 30% of the cost of health insurance, leading some employers to offer what could be hundreds or even thousands of dollars off workers' deductibles or premiums to get them to participate. That led to court challenges about whether those programs are truly voluntary.

    In the study reported in JAMA, the incentives were modest. Participants got small-dollar gift cards for taking wellness courses on topics such as nutrition, exercise, disease management and stress control. Total potential incentives averaged $250. About 35% of eligible employees at the 20 participating sites completed at least one module.

    Results from those workers — including attendance and tenure data, their self-reported health assessment and results from lab blood tests — were specifically compared with similar reports from 20 primary comparison sites where workers were not offered the wellness gift cards and classes. Overall employment and health spending data from all worksites were included in the study.

    Wellness program vendors said details matter when considering whether efforts will be successful.

    Jim Pshock, founder and CEO of Bravo Wellness, said the incentives offered to BJ's workers might not have been large enough to spur the kinds of big changes needed to affect health outcomes.

    Amounts of "of less than $400 generally incentivize things people were going to do anyway. It's simply too small to get them to do things they weren't already excited about," he said.

    An accompanying editorial in JAMA noted that "traditional, broad-based programs like the one analyzed by Song and Baicker may lack the necessary intensity, duration, and focus on particular employee segments to generate significant effects over a short time horizon."

    In other words, don't give up entirely on wellness efforts, but consider "more targeted approaches" that focus on specific workers with higher risks or on "health behaviors [that] may yield larger health and economic benefits," the editorial suggested.

    It could be, the study acknowledges, that 18 months isn't enough time to track such savings. So, Baicker and Song also plan to publish three-year results once they are finalized.

    Still, similar findings were recently reported in another randomized control trial conducted at the University of Illinois, where individuals were randomly selected to be offered wellness programs.

    In one interesting point, that study found that wellness-program participants were likely already healthier and more motivated, "thus a primary benefit of these programs to employers may be their potential to attract and retain healthy workers with low medical spending."

    Everyone involved in studying or conducting wellness agrees on one thing: Changing behavior — and getting people motivated to participate at all — can be difficult.

    Steven Aldana, CEO of WellSteps, a wellness program vendor, said that for the efforts to be successful they must cut across many areas, from the food served in company cafeterias to including spouses or significant others to help people quit smoking, eat better or exercise more.

    "Behavior is more complicated than simply taking a few wellness modules," said Aldana. "It's a lifestyle matrix or pattern you have to adopt."

    Julie Appleby: jappleby@kff.org, @Julie_Appleby

    Kaiser Health News is a national health policy news service that is part of the nonpartisan Henry J. Kaiser Family Foundation.


    How to Build Successful BYOT™ DR Programs | killexams.com real questions and Pass4sure dumps

    A new white paper from AutoGrid shows how electric utilities can build successful demand-response (DR) strategies through effective use of Bring Your Own Thermostat programs.

    The report, “Demand Response and BYOT™: Understanding BYOT and the value it brings to utilities,” is a good introduction for utilities looking to scale their DR efforts. The paper not only describes how well-executed BYOT programs spread benefits across the value chain, but it also lays out the nitty-gritty of how to do it.

    “Utility managers have become frustrated with the standard thermostat programs because of their cost and complexity,” says Sadia Raveendran. “The new BYOT programs hold great promise, but the key to making them work is to produce cost savings while making it easy for all stakeholders to participate.”

    Delivering value to all stakeholders

    The white paper describes how well-executed BYOT programs deliver value to the four stakeholders in the value chain: utilities, original equipment manufacturers (OEMs), energy-services providers, and the end-consumer.

    “What utilities like is that a good BYOT program can extract dispatch-grade energy from smart thermostats at the lowest cost,” says Sadia Raveendran. “At the same time, they’re engaging their customers in a highly satisfactory program without the hassles of marketing and administering the program.”

    Four Building Blocks of Success

    Building a BYOT initiative requires a comprehensive approach, says [AG spokesperson]. “We’ve developed four building blocks that lay the foundation for a successful end-to-end program.”

    The four building blocks are market, materialize, measure and manage.

    The marketing stage is all about designing the program, targeting the right customers, developing the marketing campaign and enrolling customers.

    Materializing means turning enrolled devices into reliable, dispatchable assets.

    Retaining customers is all about making their experience seamless and easy. That calls for robust measurement and verification methods. “By quickly showing consumers how much energy and money they’ve saved, they’re more likely to stay engaged in the program,” says Rahul Kar.

    The final BYOT building block is managing the contractual and working relationships between all the stakeholders. With turnkey BYOT programs, an energy services provider delivers the platform and connected smart thermostats ready for dispatching. Or, the utility can choose a build-own-operate model, where it orchestrates all the moving parts with the stakeholders.

    Crunching the numbers

    How do you measure BYOT value? Using an all-inclusive cost-and-benefit analysis on a base case, the paper’s authors posit the gross and net economic value of a BYOT program to a utility. What’s clear is that improved profits come from controlling costs, getting high levels of consumer enrollment, sustaining engagement and minimizing customer churn rates. And that, in turn, takes finding the right set of stakeholder partners for all four of the building blocks.

    The white paper offers greater depth on the success factors of BYOT programs. For example, it’s important to deploy a software program that is OEM-agnostic. This avoids locking in any one manufacturer’s product and guards against technology obsolescence. The ability to connect with many product brands also gives utilities a larger pool of target customers to start with.

    A good BYOT program simplifies the consumer experience. For example, consumers can easily pre-qualify, enroll and sign up for available rebates with a series of clicks in a utility-branded portal. And don’t discount the importance of communication throughout the customer journey. When utilities stay in touch with customers before, during and after a DR event, it pays off in higher levels of participation, engagement and retention.

    “Increasing enrollment and engagement levels provide a net positive impact on value to utilities,” says Chris Sternberg. “That makes it imperative to provide a seamless customer experience.”

    DRMS Should Provide Flexibility

    All of that is enabled by a robust demand-response management system (DRMS). “Choosing a software provider for your BYOT program should be driven by platform flexibility, not by a custom solution for any one OEM type,” says Chris Sternberg. “You want to create a pathway for scalability to all customer classes and device types.”

    It’s a virtuous circle. The right DRMS, combined with skilled execution of the four building blocks of a BYOT program, maximizes the number of thermostats enrolled at the lowest per-megawatt cost for the utility. That makes it easy to outsource recruiting and marketing to the energy service provider and device OEMs. In turn, more customers are satisfied, leading to higher levels of retention and recruitment of new customers.

    To read the full white paper, Demand Response and BYOT™: Understanding BYOT and the value it brings to utilities, click here.



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    Exin EX0-003 Exam (Managing Succesful Programmes Foundation) Detailed Information



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